outsolve insights

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. 

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.

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. 

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.  

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.  

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.