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In Part 1 of this series, we explored how pay transparency and pay equity have expanded from compliance concerns into business priorities. We discussed the benefits of building structured compensation programs, the risks of getting transparency wrong, and the broader impact compensation decisions can have on operations, finances, and employer reputation. 

OutSolve Part 2: Pay Transparency and Equity: Why Organizational Alignment and Expert Guidance Matter

Compensation practices today are under a level of scrutiny we've never seen before. Employees are more willing to discuss pay with coworkers. Candidates expect salary ranges before they apply, and a growing number of states are requiring employers to be more transparent about how compensation decisions are made.

OutSolve Part 1: Pay Transparency & Pay Equity Report

There’s no slowdown in the pay transparency laws that continue to expand across the country, and employers are increasingly being asked to rethink how compensation is communicated throughout the hiring process. What was once considered confidential HR information has become part of more open and “public facing” recruiting and employee engagement strategies.

Neil Dickinson Maine Pay Transparency Law Requirements

Pay transparency laws continue to gain momentum across the country, and employers are quickly learning that compensation practices are no longer just an internal HR matter. States are increasingly requiring employers to disclose salary ranges, limit salary history inquiries, and provide employees with greater visibility into pay practices. Virginia is the latest state to be added to the growing list.

Top Takeaways for HR

• Virginia’s pay transparency law is effective on July 1, 2026 and Virginia joins Washington as one of the only states where applicants or employees can directly file private lawsuits for job-posting violations; because this drastically increases class-action and litigation exposure, HR must treat this as a high-priority risk area rather than a minor job-board formatting exercise.
• Unlike other jurisdictions that exempt small businesses, Virginia's pay transparency and strict salary history bans apply to all employers operating in or recruiting into the Commonwealth, including remote companies with a single potential Virginia-based candidate; your recruiting workflows, recruiter scripts, and applicant tracking systems must be standardized immediately to eliminate past wage inquiries.
• To survive scrutiny from the Virginia Attorney General, HR must establish salary bands using documented, referenceable metrics, rather than arbitrarily broad numbers.

Neil Dickinson Virginia Pay Transparency Law: What Employers Need to Know

Not long ago, many companies viewed pay equity audits as a defensive measure to avoid legal penalties or prepare for a rare regulatory inspection. Managing compensation was about matching market rates, and teams could often get by with basic annual adjustments.

OutSolve outRageous HR: What Happens Inside a Pay Equity Audit (And Why Most Companies Wait Too Long)

 Understanding the balance between staying compliant and advancing a companyculture of transparency and fairness is a top priority for HR and leadership. Act 203 (S.B. 1057), commonly referred to as the Hawaii pay transparency law, was enacted in 2023 and supports both transparency and fairness for workforces in Hawaii. Here are three key takeaways you’ll learn in this article: 

Neil Dickinson Understanding the Hawaii Pay Transparency Law

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice. 

OutSolve Legal Series: Top 4 Action Items for HR Regarding Pay Transparency

Pay transparency continues to gain traction at the state level, and Rhode Island is no exception. Let’s dive into the details of how this law works and how your team can stay compliant.

Neil Dickinson What You Need to Know About the Rhode Island Pay Transparency Law

This article is part of an ongoing legal series designed to provide insight and practical guidance on current and emerging workplace compliance issues. These insights shared by lawyers are based on their interpretation of existing regulations and proposed changes, and intended for informational purposes, not to be regarded as legal advice.

OutSolve Legal Series: How to Balance Transparency with Confidentiality in Executive Compensation

Update: New Jersey proposed updates to its pay transparency law in October 2025. If passed, the requirements will be a first of its kind in that there will be limited on salary ranges so employers cannot post open ended ranges. Read on to learn more about the updates.  

The topic of pay transparency continues to gain attention across the United States, and New Jersey is no exception. NJ implemented a new pay transparency law effective June 1, 2025, requiring certain employers to disclose salary ranges in job postings and provide current employees with notifications of promotional opportunities.  

By mandating more pay transparency, New Jersey seeks to improve pay equity and give workers more insight into potential earnings and benefits. Let’s review the specifics of New Jersey’s pay transparency law, what it means for employers, and how HR can help prepare their organizations for these changes.  

Here's What You'll Learn

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