• Employers cannot ask about salary history during hiring
• Employees are free to discuss and disclose wages
• Wage records must be retained for at least three years

• Salary ranges would be required in all job postings
• Employers would be prohibited from asking about salary history
• The law would apply to employers with at least one employee

• The Arizona Equal Pay Act prohibits employers from paying employees of one sex less than employees of the opposite sex for equal work requiring equal skill, effort, and responsibility under similar working conditions.
• Arizona law also prohibits retaliation against employees who discuss their wages with coworkers.

• The Arkansas Equal Pay Act prohibits employers from discriminating in the payment of wages based on sex.
• Employers are required to pay employees equal compensation for equal services.
• Employees are protected from retaliation for pay-related complaints or proceedings.

• Employers must include compensation information (hourly/annual pay or pay ranges) and benefits in all job postings, both internal and public.
• Employers must notify employees about opportunities for promotion and disclose who was selected to fill the position.
• Employers must maintain records of wages and job descriptions for at least three years after a job is filled.
• The law prohibits employers from asking about an applicant's pay history or relying on it to determine wage rates.

• Applies to all employers with at least one employee in Connecticut.
• Employers must disclose salary ranges to applicants and employees upon request or before making an offer.
• Employers are prohibited from asking about an applicant's salary history or using it to determine wage rates.
• Employers must provide equal pay for comparable work, going beyond just equal work.

• Employees or applicants may bring a civil action within two years of a violation.
• Courts may award compensatory damages, punitive damages, and attorneys’ fees and costs.

• The Florida Civil Rights Act prohibits employment discrimination, including based on sex
• Florida law prohibits wage rate discrimination based on sex
• The Florida Statute of Frauds addresses pay parity in contracts for equal services

• Atlanta salary history ban (effective February 2019) prohibits city agencies from asking for salary history
• Georgia follows federal labor laws including the Fair Labor Standards Act (FLSA) covering minimum wage and overtime

• Employers with 50+ employees must disclose an hourly rate or salary range in job postings that reasonably reflects expected compensation
• Equal pay protections expanded to cover all protected categories, not just sex
• Comparison standard broadened from “equal work” to “substantially similar work”

• Employees may file complaints with the Hawaii Civil Rights Commission
• Private right of action with potential compensatory and punitive damages, plus legal costs

• Idaho follows federal laws including the Equal Pay Act and Title VII, prohibiting pay discrimination based on protected characteristics
• Idaho Code 44-1701 to 44-1704 prohibits wage discrimination based on sex
• Employers must maintain payroll and wage records for at least three years

• Employers with 15+ employees must include pay scale and benefits in all job postings.
• Applies to roles performed partly in Illinois or reporting to an Illinois-based supervisor, office, or worksite.
• Promotion opportunities must be shared with current employees within 14 calendar days of external postings.
• Employers must retain pay scales, benefits, and job posting records for at least five years.

• First offense: Up to $500 fine after a 14-day cure period.
• Second offense: Up to $2,500 fine after a 7-day cure period.
• Third or subsequent offense: Up to $10,000 fine with no cure period.

• State Representative Sue Errington has previously introduced pay equity legislation and may reintroduce it in the 2024 legislative session.
• There is growing national momentum for pay transparency laws, with over 22 states already having wage range disclosure or salary history ban requirements.

• Iowa is an employment-at-will state, allowing termination for any lawful, non-discriminatory reason without prior notice.
• Employers are prohibited from retaliating against employees who file complaints or participate in civil rights or labor law proceedings.

• Louisville has a local law prohibiting employers from requesting or relying on job applicants’ salary history.
• Kentucky follows the Fair Labor Standards Act (FLSA) for minimum wage and overtime protections.
• The Kentucky Civil Rights Act (KCRA) prohibits employment discrimination, including pay discrimination based on sex and other protected characteristics.

• Under the Equal Pay for Women Act, employees are legally allowed to ask about, disclose, compare, and discuss their wages with coworkers.
• New Orleans city agencies are prohibited from asking job applicants about salary history.
• New Orleans city agencies are prohibited from using salary history to determine wages or make hiring decisions.

• Proposed holistic pay transparency legislation pending approval.
• Employers with 10+ employees would be required to include pay ranges in all job postings.
• Employers with fewer than 10 employees would need to disclose pay ranges to applicants upon request.

• Employers may not ask about a candidate’s compensation history until after an offer (including pay) has been made.
• Employees cannot be prohibited from discussing or disclosing their own or others’ wages.
• The law expands existing state-level pay transparency protections.
• Potential fines range from $100 to $500 per violation.

• Employers must disclose wage ranges, a general description of benefits, and any other compensation offered in all public and internal job postings.
• The law applies to positions that will be physically performed, at least in part, in Maryland.
• Employers must retain records demonstrating compliance with the law for at least three years from the date the position is filled.

• Employers can be fined up to $500 per employee who did not receive the required notice or information.
• The Maryland Department of Labor may seek relief on behalf of workers, including reinstatement and back pay, and assess a civil penalty of up to $1,000 for each employee for whom an employer is found to have retaliated against.

• Employers with 25 or more employees must disclose salary ranges in job postings, for promotions or transfers, and upon request from employees or applicants.
• Employers with 100 or more employees must submit annual EEO and pay data reports to the state.
• The law prohibits retaliation against employees for exercising their rights under this act.

• First offense: Warning
• Second offense: Up to $500 fine
• Third offense: Up to $1,000 fine
• Fourth or subsequent offenses: Civil fines ranging from $7,500 to $25,000 per violation

•  HB 4406: Requires employers to provide wage information for similarly situated employees within 30 days of request. This includes salary, hourly wages, bonuses, overtime pay, and other forms of compensation.
• Senate Bill 142: Introduced in 2023, this bill would require employers with at least five employees to create and maintain job descriptions that include salary information
• HB5619: would require employers to create a job description for each role that includes salary information and share the job description with an applicant during the recruiting process and with an employee upon request.

• Michigan does not have a statewide pay transparency law, but some cities have their own pay transparency ordinances, such as Detroit and Ann Arbor
• Detroit has policies to increase wage transparency and fairness in the public sector and in businesses that contract with the city.

Michigan employees can discuss their compensation and cannot face disciplinary action for doing so. 

• Employers with 30 or more employees: Must provide the minimum and maximum annual starting salary or hourly range of compensation 
• Open-ended ranges: Ranges cannot be open-ended 
• Good faith estimates: Ranges must be based on a “good faith estimate” 
• Fixed pay rates: If the position does not have a range, a fixed pay rate must be listed 
• No pay history inquiries: Employers are prohibited from asking applicants about their pay history during the hiring process

 No statewide law, but certain cities have local laws.

• Kansas City: Employers with at least 6 employees cannot ask about or use an applicant's salary history to make hiring decisions or determine compensation. They must also disclose salary ranges for job postings and internal promotions.
• St. Louis: City agencies cannot ask about an applicant's salary history, and they cannot refuse to hire or retaliate against applicants who refuse to disclose their salary history.

 Montana considered a pay transparency bill during its 2023 legislative session, but it didn't pass.

• Valid for employers with 15 or more employees
• Employers must include salary or wage information in job postings.
• Employers must also include descriptions of benefits and other compensation offered for the role
• Penalties for non-compliance range between $500 and $10,000 per violation.

• This law applies to all employers regardless of size
• Employers are prohibited from seeking or relying on an applicant's wage or salary history in determining their rate of pay.
• Employers must disclose the wage rate or salary range to applicants after completing an interview for the position.
• Employers must provide wage rate or salary range information to current employees seeking promotion or transfer, if requested.

• The state's equal pay legislation protects an employee's right to ask about and discuss their wages with coworkers.
• Pay disclosure: Prohibits employers from requiring employees to sign a waiver or refrain from disclosing their wages, salary, or paid benefit

• Employers with 10 or more employees must disclose hourly wage or salary range and a general description of benefits in job postings for new positions and transfer opportunities.
• Employers must make reasonable efforts to announce promotion opportunities to current employees before making a decision.
• The law applies to jobs that will be performed in New Jersey or report to a New Jersey-based office.

• First violation: Up to $300 fine
• Subsequent violations: Up to $600 fine per violation

Jersey City already has a more stringent local pay transparency ordinance in place for employers with five or more employees.

• Employers must disclose the minimum and maximum annual salary or hourly wage in all job postings or advertisements.
• This applies to new job openings, promotions, and transfer opportunities.
• The requirement covers both permanent and temporary positions.
• Employers must also include a general description of benefits and other compensation.
• Coverage: The ordinance applies to any means of advertising, not limited to print and digital media.
• Penalties: Non-compliance can result in fines of up to $2,000 per violation.
• Temporary positions: The Jersey City ordinance explicitly includes temporary employment opportunities, which is not specified in the proposed state law.

• Employers with 4 or more employees must disclose salary ranges in job postings, promotions, and transfer opportunities.
• Applies to positions that will be performed, at least in part, in New York state or report to a supervisor or site in New York.
• Employers must include the job description in writing if one exists.

• First violation: $1,000 fine
• Second violation: $2,000 fine
• Third violation and beyond: $3,000 fine

 The law does not supersede local laws, such as those in New York City, Westchester County, and Ithaca.

 While North Carolina doesn't have a comprehensive law, there are a few regulations:

• State agencies cannot seek job applicants' salary histories.
• North Carolina is a right-to-work state, which means employees cannot be forced to join a union or pay union fees as a condition of employment.
• North Carolina's Wage and Hour Act (WHA) requires employers to specify the terms and conditions of employment in writing, including hourly wage, payday, and payment method.

 Local laws applicable in 3 states

• Columbus: Effective March 1, 2024, employers with at least 15 employees in Columbus are prohibited from asking job applicants about their salary history. Employers who violate the ordinance may face civil penalties of up to $5,000.
• Cincinnati: Employers with at least 15 employees in Cincinnati are prohibited from asking job applicants about their salary history. They also must provide the pay scale for a position upon request after a conditional job offer has been made. 
• Toledo: Employers with at least 15 employees in Toledo are prohibited from asking job applicants about their salary history.

 Applicants have a two-year window from when the violation occurs to seek damages.

 SB 1527: This law prohibits employers from discriminating against employees who discuss or disclose their own wages or the wages of other employees. This law helps to create a transparent workplace and identify and correct wage disparities. 

• Salary history: Employers cannot ask for salary history from applicants or their previous employers before making an offer of employment. They can only check a worker's salary history after making an offer and if the employee authorizes it.
• Compensation: Employers cannot determine compensation for new hires based on salary history.
• Pay cuts: Employers cannot cut an employee's pay to make it equal with other employees' pay.
• Screening: Employers cannot screen job applicants based on current or past salary history

 Oregon was one of 16 states to consider pay transparency bills in 2023

 Senate Bill 601 (S.B. 601) has been proposed

• Require employers with 15 or more employees to provide a pay range to applicants and candidates for internal transfers and promotions.
• Require employers to provide employees with the pay range for their role upon hire and annually thereafter.

• State agencies: State agencies cannot ask about a job applicant's pay history at any stage of the hiring process. 
• Philadelphia: No employer, public or private, can ask job candidates for their pay histories. 
• Pittsburgh: City agencies cannot ask job applicants for their pay histories. 

• Applies to all employers with at least one employee in Rhode Island.
• Employers must provide wage range information to job applicants upon request and before discussing compensation.
• Employers must disclose salary ranges to current employees at the time of hire, when they move into a new position, or upon request.
• Employers are prohibited from asking about an applicant's wage history or relying on it to screen applicants or determine compensation.

• First violation: $1,000 fine
• Second violation within 5 years: $2,500 fine
• Two or more violations within 7 years: $5,000 fine

• While there's no statewide law, both Columbia, SC and Richland County, SC enacted salary history bans in 2019 for employees of the city and county respectively.
• The National Labor Relations Act (NLRA) protects employees' rights to discuss their wages with one another.

A pay transparency law was introduced during the 2023 legislative session, but it did not pass.

Senate Bill 109: This bill would have required private employers with at least 100 employees to disclose compensation or a range of compensation to applicants and employees. The bill would have also required employers to:

• Include compensation information in job postings
• Provide a general description of benefits and other compensation
• Maintain records of compensation ranges for each job, promotion, or transfer

• The law would apply to private employers with 100 or more employees
• A penalty of $500 fine would be charged for each violation

• Would prohibit employers from banning employees from discussing or disclosing their wages or the wages of other employees.
• Employers would not be allowed to require employees to sign waivers denying their right to disclose or discuss wages.
• Would protect employees from retaliation for discussing or inquiring about wages.
• If passed, employees would have the right to bring legal action against employers who violate the law within two years of the violation.
• Employers found in violation could be liable for compensatory damages, attorney's fees and costs, punitive damages, and other legal and equitable relief.

Texas Bill HB723, effective September 1, 2023, makes it illegal to discriminate against applicants based on their requests for salary information or against those who refuse to provide salary history.

Salt Lake City has implemented a limited pay transparency measure

• Salt Lake City public employers are prohibited from asking job applicants about their current or past salary history.
• If an applicant voluntarily discloses salary information, the city cannot rely on it as the basis for any salary offer.

The state has whistleblower protection laws that prohibit employers from retaliating against employees who report violations of state or federal laws in good faith.

• Who it applies to: Employers with at least five employees
• What it requires: Employers must include compensation or compensation ranges in job advertisements
• What it covers: The law applies to positions located in Vermont, as well as remote positions where the majority of work will be done in Vermont
• What it prohibits: Employers cannot refuse to hire, promote, interview, or employ a current or prospective employee for exercising their rights under the law

• Restraining prohibited acts
• Seeking civil penalties
• Obtaining assurances of discontinuance
• Conducting civil investigations
  Employers may be required to pay civil penalties or restitution of wages to employees for violations.

• Employers cannot discharge or retaliate against employees for inquiring about, discussing, or disclosing their own wages or other employees' wages.
• Employers cannot retaliate against employees for filing a complaint with the Department of Labor and Industry alleging a violation of this law.
• The law does not apply to employees who have access to compensation information as part of their essential job functions, with some exceptions.

• The Department of Labor and Industry can impose a civil penalty of up to $100 for each violation.
• The Labor Commissioner can petition a circuit court for injunctive relief or other necessary enforcement measures.

Virginia’s current pay transparency law is said to be on the less-transparent end of the pay transparency scale.

Senator Jennifer Boysko has introduced SB 370, which would require employers to disclose salary ranges in public job postings and prohibit inquiring about an applicant's wage history. However, this bill has been introduced seven times before without success.

• This law applies to employers with 15 or more employees, including those outside Washington
• Employers must disclose the wage scale or salary range for each job opening in every job posting.
• Employers must provide a general description of all benefits and other compensation offered, including bonuses, commissions, and stock options.

• Employers can be fined $500 for each violation of the act.
• For repeated violations, fines can increase to $1,000 or 10% of the damages, whichever is greater.
• Employees can seek monetary damages, including a penalty of $5,000 for violation of the law
• The Washington State Department of Labor and Industries is empowered to investigate alleged violations and enforce the law.

House Bill 4272, also known as the Katherine Johnson and Dorothy Vaughan Fair Pay Act

It would require employers to provide a pay range and description of benefits and other compensation to an applicant upon request, and prohibit employers from inquiring into an applicant’s salary history.

• In 2021, Senate Bill 43, known as "The Pay Transparency Act of 2021," was introduced but did not pass.
• In 2023, the West Virginia House of Delegates introduced a law that would have required employers to provide salary and wage information to job candidates who request it, but it didn't pass.

No name yet, but a legislation is being considered to require employers to include pay information in job listings.

State Representative Jimmy Anderson has introduced Assembly Bill 905, which proposes pay transparency requirements.

In the proposed law

• Employers would be required to include salary or hourly wages, or a salary range, in job listings.
• Employers must include a description of all benefits and other compensation in job listings.
• Employers would need to keep records of job listings and associated wages, salary, and benefits for at least two years after the position is filled.
• Violations would result in a fine of at least $500 and no more than $10,000 per violation.