Connecticut’s pay transparency requirements are not new, but they are increasingly high risk for employers who haven’t fully aligned their hiring and compensation practices. HB 6380 (Public Act 21-30) has been in effect since October 1, 2021, and state regulators want to know if employers are meeting the letter and spirit of the law. If your compensation processes or job postings are still catching up, now is the time to act.  

Here's What You'll Learn

{% module_block module "widget_e89e11bb-c740-46c7-b809-143636303896" %}{% module_attribute "child_css" is_json="true" %}{}{% end_module_attribute %}{% module_attribute "col_1" is_json="true" %}{"animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"content":[{"bp_font_size":14,"submit_alt":false,"bullet":["Learn about this Connecticut law is and who must comply.","What is required and penalties for noncompliance.","Recent updates to the law and HR best practices."],"heading":"Gradient Heading","custom_bullet_style":true,"form":{"message":"Thanks for submitting the form.","response_type":"inline"},"keep_open":false,"gradient_angle":"90deg","animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"form_help_privacy":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"drop_middle":false,"bullet_point_icon":{"icon_set":"fontawesome-6.4.2","name":"Circle Check","type":"SOLID","unicode":"f058"},"link_opts":{"link":{"no_follow":false,"open_in_new_tab":false,"rel":"","sponsored":false,"url":{"content_id":null,"href":"","href_with_scheme":"","type":"EXTERNAL"},"user_generated_content":false}},"rotation_speed":4,"gradient_color_1":{"color":"#FF00FF","css":"#FF00FF","hex":"#FF00FF","opacity":100,"rgb":"rgb(255, 0, 255)","rgba":"rgba(255, 0, 255, 1)"},"rotating_text_style":"h1","icon_size":18,"gradient_color_2":{"color":"#0600FF","css":"#0600FF","hex":"#0600FF","opacity":100,"rgb":"rgb(6, 0, 255)","rgba":"rgba(6, 0, 255, 1)"},"custom_form_label_colors":false,"lottie_unique_id":"lottie-01","accordions":[],"icon_style":{"color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"custom_color":false,"size":25},"drop_end":false,"make_link":false,"use_custom_color":false,"dropshadow":{"blur_radius":5,"color":{"color":"#000000","css":"rgba(0, 0, 0, 20%)","hex":"#000000","opacity":20,"rgb":"rgb(0, 0, 0)","rgba":"rgba(0, 0, 0, 0.2)"},"horizontal_length":0,"spread":0,"vertical_length":0},"custom_divider_color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"rich_text":" Neil Dickinson What You Need to Know About the Connecticut Pay Transparency Law

The New York City Council voted to pass an amendment in December 2025 requiring private employers to report pay data annually. This legislation also requires a designated NYC Agency to publish an aggregated employer pay data report. This move solidifies the report as one of the strongest local effects yet to address wage disparities based on race, gender, and ethnicity.  

It’s important to remember that this isn’t happening in a vacuum. Over the past few years, states like California and Illinois have introduced similar reporting rules, driving pay transparency from an ethical best practice into a legal requirement. The new NYC pay equity law is the latest, and arguably the most visible, signal that the practice of silent salary structures is coming to a close. 

Here's What You'll Learn

{% module_block module "widget_e89e11bb-c740-46c7-b809-143636303896" %}{% module_attribute "child_css" is_json="true" %}{% raw %}{}{% end_module_attribute %}{% module_attribute "col_1" is_json="true" %}{"animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"content":[{"bp_font_size":14,"submit_alt":false,"bullet":["What the NYC Reporting mandate requires and who is covered.","Timeline for implementation.","How HR can proactively prepare for the new law. "],"heading":"Gradient Heading","custom_bullet_style":true,"form":{"message":"Thanks for submitting the form.","response_type":"inline"},"keep_open":false,"gradient_angle":"90deg","animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"form_help_privacy":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"drop_middle":false,"bullet_point_icon":{"icon_set":"fontawesome-6.4.2","name":"Circle Check","type":"SOLID","unicode":"f058"},"link_opts":{"link":{"no_follow":false,"open_in_new_tab":false,"rel":"","sponsored":false,"url":{"content_id":null,"href":"","href_with_scheme":"","type":"EXTERNAL"},"user_generated_content":false}},"rotation_speed":4,"gradient_color_1":{"color":"#FF00FF","css":"#FF00FF","hex":"#FF00FF","opacity":100,"rgb":"rgb(255, 0, 255)","rgba":"rgba(255, 0, 255, 1)"},"rotating_text_style":"h1","icon_size":18,"gradient_color_2":{"color":"#0600FF","css":"#0600FF","hex":"#0600FF","opacity":100,"rgb":"rgb(6, 0, 255)","rgba":"rgba(6, 0, 255, 1)"},"custom_form_label_colors":false,"lottie_unique_id":"lottie-01","accordions":[],"icon_style":{"color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"custom_color":false,"size":25},"drop_end":false,"make_link":false,"use_custom_color":false,"dropshadow":{"blur_radius":5,"color":{"color":"#000000","css":"rgba(0, 0, 0, 20%)","hex":"#000000","opacity":20,"rgb":"rgb(0, 0, 0)","rgba":"rgba(0, 0, 0, 0.2)"},"horizontal_length":0,"spread":0,"vertical_length":0},"custom_divider_color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"rich_text":" Neil Dickinson New York City Pay Equity Report: What it Entails

If you have employees in the European Union, or even some working remotely in an EU member state, then there’s a new law you need on your radar. It’s the EU Pay Transparency Directive. It was adopted in April 2023 with an objective to close the gender pay gap by requiring pay transparency, a structured reporting process, and employee access to compensation data.  

Here's What You'll Learn

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Rules around compensation and pay transparency continue to increase across the country with more states enacting new pay transparency laws.  Delaware House Bill 105 (HB 105) is one of the latest of these new pay transparency laws. Starting in 2027, Delaware will require job postings to include salary or wage ranges and benefits information.   

Why does this matter? Because employee expectations are changing, regulators are increasingly active, and the compliance risk is real. For HR professionals, understanding this law isn’t an option. It’s become a strategic imperative.

Here's What You'll Learn

{% module_block module "widget_8081752c-ef82-44c8-856c-784b246cf1d7" %}{% module_attribute "child_css" is_json="true" %}{% raw %}{}{% end_module_attribute %}{% module_attribute "col_1" is_json="true" %}{% raw %}{"animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"content":[{"bp_font_size":14,"submit_alt":false,"bullet":["What the Delaware pay transparency law requires including salary and benefits disclosure in job postings and who must comply.","Key exemptions and scope of the law including who is covered (e.g., employers with 25+ employees) and which positions and situations it applies to.","How HR teams can prepare now by conducting steps like auditing pay data, updating job templates, training managers, and aligning ATS fields before the 2027 deadline."],"heading":"Gradient Heading","custom_bullet_style":true,"form":{"message":"Thanks for submitting the form.","response_type":"inline"},"keep_open":false,"gradient_angle":"90deg","animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"form_help_privacy":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"drop_middle":false,"bullet_point_icon":{"icon_set":"fontawesome-6.4.2","name":"Circle Check","type":"SOLID","unicode":"f058"},"link_opts":{"link":{"no_follow":false,"open_in_new_tab":false,"rel":"","sponsored":false,"url":{"content_id":null,"href":"","href_with_scheme":"","type":"EXTERNAL"},"user_generated_content":false}},"rotation_speed":4,"gradient_color_1":{"color":"#FF00FF","css":"#FF00FF","hex":"#FF00FF","opacity":100,"rgb":"rgb(255, 0, 255)","rgba":"rgba(255, 0, 255, 1)"},"rotating_text_style":"h1","icon_size":18,"gradient_color_2":{"color":"#0600FF","css":"#0600FF","hex":"#0600FF","opacity":100,"rgb":"rgb(6, 0, 255)","rgba":"rgba(6, 0, 255, 1)"},"custom_form_label_colors":false,"lottie_unique_id":"lottie-01","accordions":[],"icon_style":{"color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"custom_color":false,"size":25},"drop_end":false,"make_link":false,"use_custom_color":false,"dropshadow":{"blur_radius":5,"color":{"color":"#000000","css":"rgba(0, 0, 0, 20%)","hex":"#000000","opacity":20,"rgb":"rgb(0, 0, 0)","rgba":"rgba(0, 0, 0, 0.2)"},"horizontal_length":0,"spread":0,"vertical_length":0},"custom_divider_color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"rich_text":" Neil Dickinson What Employers Need to Know About the Delaware Pay Transparency Law

If you haven’t yet heard, the U.S. Department of Labor’s (DOL) Payroll Audit Independent Determination program (PAID) is officially back, with some changes and updates. For HR professionals, especially those working on compensation, compliance, and employee trust, this is a development worth paying attention to.  

Neil Dickinson The PAID Program Is Back

As the fourth quarter rolls around and HR professionals begin prepping for performance reviews, compensation planning, and end of year reporting, be sure to save a spot on your planning and strategic checklist for a pay equity check-up. 

Neil Dickinson Pay Equity Check-Up: Why Q4 is the Time to Close Gaps

Pay transparency continues to be a hot topic, especially as more and more states enact pay transparency laws. It’s one of those topics many companies recognize as critical, but when it comes to practical, day-to-day implementation, things can get tricky. It’s one thing to know that pay transparency matters, and quite another to get it right.  

Neil Dickinson Beyond the Basics: Implementing Pay Transparency Best Practices

As an HR leader, you already know that developing an effective compensation strategy is more than just setting salaries. It's about building a system that motivates your people, syncs with company goals, and helps attract and retain top talent.  

Neil Dickinson What is Variable Compensation?

Let’s be honest, talking about pay isn’t always easy. In today’s job market, avoiding the conversation around compensation can cost your company more than a few awkward moments. You could end up facing hefty fines, costly legal battles, and a damaged reputation. Fair, transparent, and competitive pay continues to be a critical part of successful HR strategy, especially when it comes to attracting and retaining top talent. 

Neil Dickinson 6 Benefits of an Annual Compensation Review

Pay transparency laws are on the rise in the United States.  Colorado led the charge on this initiative by implementing the first pay transparency state law in 2019 and many other states have followed since. While pay and salary was once considered a topic no one discussed, it is now gaining traction and requiring employers to be upfront and honest in job listings when it comes to disclosing salary ranges and benefits.

Neil Dickinson Ultimate Guide to Pay Transparency Laws by State