The District of Columbia is becoming the next jurisdiction to address income disparities and gender inequities in the workplace. On December 19, 2023, Bill 25-194, the Wage Transparency Omnibus Amendment Act of 2023, was passed to redefine how employers engage with prospective employees, emphasizing transparency in pay scales and benefits.

The signing of SB-23-105 by Governor Jared Polis on June 5, 2023, marked a significant moment for Colorado's Equal Pay for Equal Work Act. These amendments, effective January 1, 2024, are aimed at promoting greater pay transparency and fairness in the workplace. They not only extend the statute of limitations for wage discrimination claims but also introduce new mandates for the Colorado Department of Labor and Employment (CDLE) in handling these claims. On September 23, 2023, the CDLE released the proposed Equal Pay Transparency Rules (EPT Rules), which were officially adopted on November 9, 2023.

Washington State's Equal Pay and Opportunities Act (EPOA), also known as Senate Bill 571, came into effect on January 1, 2023. The law aims to promote wage transparency and mitigate gender pay disparities. In the brief period since its implementation, a noteworthy number of lawsuits have been filed against non-compliant companies.

Leading up to the implementation of New York State's pay transparency law, the New York Department of Labor has released proposed regulations to clarify the wage disclosure obligations of employers.

Minnesota Governor Tim Walz signed the Omnibus Jobs and Economic Development and Labor Funding bill, S.F. 3035, on May 24, 2023, bringing several important changes to Minnesota employment law. Along with investing funds to match federal investments, this bill introduces a range of measures to protect and empower workers.

On August 11, 2023, Governor J.B. Pritzker of Illinois signed a new law that will bring about important changes to the Illinois Equal Pay Act (IEPA). This amendment focuses on pay transparency in job postings and will have a significant impact on employers in the state.

Employers are increasingly disclosing pay ranges now based on new pay transparency laws. Though not required in all states, many employers including CPA firms, are using the pay transparency practice to attract and retain talent.

Hawaii is the latest state to require disclosure of wage or salary pay ranges in job listings.

The Ensure Equal Pay for Equal Work Act further defines and clarifies the difference between career progression and job opportunities.

Columbus joins Toledo and Cincinnati in banning questions about salary history, but does not require sharing wage information as a condition of employment.