How do you attract and keep top performers in a job market where candidates have endless options, expectations are high, and pay transparency is the new normal? HR practitioners are asking themselves these questions every day. 

If you’re in HR, then you’re already well aware that pay transparency is no longer just a trending topic. It’s increasingly becoming the law and Minnesota has officially joined the wave. Minnesota’s new pay transparency law took effect on January 1, 2025, and HR teams are continuing to implement important updates and changes to their pay processes. From updating job postings to educating hiring managers, you need to stay ahead of the curve.  

If you’re working in HR, chances are you’ve been hearing a lot about recent pay transparency laws, and Massachusetts is the latest state to make a move in this area. The Massachusetts Pay Transparency Law takes effect October 29, 2025 and it’s important to start preparing now.

In today’s workplace, pay transparency isn’t just a trend anymore—It’s a movement. For Human Resources (HR), it’s changing how we hire, how we talk about compensation, how we build trust with our teams, and can even affect your company’s reputation. 

Human Resources (HR) knows just how tough it can be to get compensation right. Between keeping your top performers happy, attracting new talent, staying compliant, and managing budgets, pay decisions can seem never-ending and overwhelming. That’s where salary benchmarking comes in. 

The days of keeping salaries a secret are coming to an end. Today’s workforce, especially younger generations, is increasingly vocal about wanting transparency, equity, and fairness in the workplace. They’re not just asking for it, they’re expecting it. 

Let’s face it, compensation is usually the most critical component of a job offer, both for employers and prospective candidates. Particularly for employers, compensation can be tricky. Between staying competitive, promoting fairness, and attracting and retaining top talent, maintaining a strong and updated compensation strategy may feel like trying to hit a moving target. One moment your pay structure feels spot on, and then a competitor seemingly comes out of nowhere, with an offer that someone on your team or a prospective candidate can’t refuse. 

As the world of workplace fairness and equity evolves and expands, pay transparency continues to be a hot topic. States across the U.S. are adopting various pay transparency laws, and Illinois is no exception.  

Pay transparency laws are gaining momentum across the United States, aiming to reduce gender and racial wage gaps. These regulations require employers to include salary ranges in job postings and provide compensation information upon request from employees or job applicants. 

Maryland is one of the most recent states to enact a pay transparency law, named the Maryland Pay Transparency Act. It took effect on October 1, 2024 and if you’re in HR, then you’ve been in the thick of this new law over the past 6 months. Now is a good time for you to do a status check to make sure you’re covering all the law’s requirements.