More states and municipalities are signing on to salary transparency laws this year. The goal is to close the wage gap and provide transparency to job applicants before they begin the application process.
Our goal as staffing experts is to ensure that our clients are equipped with the latest information prior to hiring for or interviewing for a position. Check out the newest salary transparency changes this year:
New Jersey
The Wage Transparency Act will go into effect on June 1, 2025. Employers with 10 or more employees (who work in or outside of NJ) who employ or accept applications in NJ must disclose information for internal and external job postings, including, hourly wage or salary an hourly or salary range, and a general description of benefits or other compensation programs. This law will also apply to staffing agencies.
Illinois
In any job posting, employers are required to include the pay scale and benefits for a position. This applies to jobs that are performed in their entirety or at least in part, in Illinois or will be performed outside of Illinois, but the employee reports to a supervisor, office, or other work location in Illinois.
Massachusetts
Beginning in October, employers who have 25+ employees must disclose pay ranges in job postings or ads as well as provide the range to a current employee who is offered a promotion or transfer. Likewise, employers must provide a pay range to a current employee or applicant upon request.
Pay range is defined as the annual salary range or hourly wage range that the employer reasonably and in good faith expects to pay for such a position at that time.
Washington DC
Washington DC has expanded its wage transparency laws. Employers must provide good faith minimum and maximum salary or hourly pay in job listings or advertisements. Prior to the first interview, employers must also provide applicants with information about availability of health care benefits.
Minnesota
Starting this year, Minnesota employers with more than 30 employees must disclose a good faith minimum and maximum annual salary or hourly rate or a fixed rate on all job postings. Minnesota also requires these employers to provide a general description of benefits and compensation – including retirement and health benefits. This law also applies to third party postings or recruitment agencies.
Vermont
In July, employers in Vermont must list an hourly rate or salary range that reasonably reflects the compensation for the job. This is for all job listings and advertisements – online or in print. This also applies to internal job promotions or transfers.
Commission-based jobs (whole or in part) must also disclose this fact in the job listing. However, employers will not need to include a compensation range for commission. Additionally, positions that are based on tips must include that the job is paid on a tip basis and include any base wage or base range in the job listing.
Washington
Washington has updated its salary laws for 2025. Employers must disclose the hourly rate or salary range as well as provide a general description of benefits and other eligible compensation.
