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.  

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.  

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. 

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.

Think of your compensation strategy as the blueprint for pay. It defines how your organization sets, manages, and explains compensation. This includes base pay, bonuses, benefits, raises, and the reasoning behind each. A strong strategy ensures pay is competitive, consistent, and aligns with business goals and employee expectations. 

Today’s job market is fiercely competitive. Top candidates often have options when it comes to job offers and employers. That’s where it pays to have a competitive compensation structure, so your organization will stand out as an employer of choice for top candidates.  

Choosing Between a Pay Equity Consultant and Pay Equity Software: What’s Right for Your Business? 

Your internal pay equity audit just flagged a wage gap. Now what? Do you trust a software platform to sort it out for you, or do you bring in a consultant who knows the terrain? 

As fair pay and workplace equity discussions continue to increase, transparency is becoming a critical component of creating more inclusive and equitable work cultures. In the state of California, pay transparency laws have become a critical consideration for employers, requiring both understanding and compliance.  

Federal contractors and subcontractors have long been required to conduct annual pay equity reviews under under Executive Order 11246. This process identifies and corrects pay disparities based on race, gender, or ethnicity. Although EO 11246 has been rescinded the value of conducting them still remains as critical as ever. 

The topic of pay equity continues to gain attention across the United States, and New Jersey (NJ) is no exception. In fact, NJ is preparing to implement a new pay transparency law that will take effect on June 1, 2025. In short, this new law will require certain employers to disclose salary ranges in job postings and provide current employees with notifications of promotional opportunities.