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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.  

Ever wondered what would happen if everyone at your office suddenly knew each other’s salaries? Would your team leave feeling angry and defeated or would they be satisfied knowing they are paid their worth and in-line with other folks in the same role make?  

Starting January 1, 2025, Illinois will require enhanced pay transparency requirements. These changes align Illinois with a growing trend across the U.S. aimed at promoting pay transparency in hiring practices. Here's a breakdown of what this means for employers.

Post Updated: December 17, 2024:

New Jersey's Pay Transparency Law Takes Effect June 2025

New Jersey has joined the growing list of states advancing pay transparency with Governor Phil Murphy signing Senate Bill 2310 into law effective June 1, 2025. This law will require employers (including consulting firms, job placement, referral, and employment agencies) with at least 10 employees over 20 calendar weeks to disclose salary ranges and general benefits in job postings, whether internal or external.

Maryland's new wage transparency law (SB 525/HB 649) is in force as of October 1, 2024 and requires all public and private employers to include detailed compensation information in all job postings, internal and external. The law covers positions performed at least partially in Maryland, including remote and hybrid roles. There is no minimum employee requirement for coverage under this law. OutSolve offers a helpful Maryland Pay Equity Checklist (see below) to assist you in complying with this new law.