Pay Transparency Laws – 2025 Update

Did You Know This Is Now the Law in Many States?

Over the past few years, pay transparency has shifted from a buzzword to a legal requirement—and 2025 is bringing even more changes. If you’re hiring talent or job hunting across state lines, it’s more important than ever to understand what’s required.

Many employers are surprised to learn that:

In several states, it’s illegal to ask candidates what they currently make—or to base a salary offer on that information.

These laws aim to level the playing field and promote fairness, especially for underrepresented workers who may have been historically underpaid.

🗺️ What’s New in 2025?

Recent and upcoming updates include:

• California: Employers with 15+ employees must include salary ranges in job listings and submit detailed pay data reports (CA Labor Code § 432.3).

• New York: Requires full compensation disclosure (including bonuses and commissions) for both in-state and remote roles (NY Senate Bill S9427A).

• Colorado & Washington: Tighter enforcement around the clarity and accuracy of salary ranges.

• Minnesota, Illinois, and Rhode Island: Introduced new transparency or internal promotion disclosure requirements.

  
  

💬 Did You Know? You Can’t Ask “What Do You Make?”

In California and many other states, asking a candidate for their current or past salary is against the law. This includes job applications, interviews, and background checks.

Here are just a few examples:

• California bans salary history inquiries and prohibits employers from relying on that information when making an offer (CA Labor Code § 432.3).

• Nevada, Connecticut, and Illinois all enforce similar bans.

• At least 22 states, including New York, Oregon, Massachusetts, Maryland, and Washington D.C., have laws on the books restricting salary history questions.

These bans are part of broader efforts to close pay gaps and prevent historical wage disparities from following workers from job to job.

💬 Did You Know This Was Already a Law?

Some pay transparency requirements have quietly taken effect but remain relatively unknown. Here are a few that are already active:

• Nevada requires employers to automatically provide salary ranges to applicants after an interview, even if they don’t ask (Nevada Revised Statutes 613.330).

• Connecticut mandates disclosure of wage ranges before or at the time of an offer, and sooner if a candidate requests it (CT Public Act No. 21-30).

• Maryland requires employers to provide a pay range upon request and prohibits retaliation against candidates who ask (Maryland Labor and Employment § 3-304.1).

• Cincinnati and Toledo, Ohio have local ordinances banning employers from inquiring about salary history—part of a wider strategy to combat wage inequality.

Failure to comply with these laws, even unintentionally, can result in fines, complaints, and reputational damage.

👀 What Employers Should Do

If you’re hiring in 2025:

• Update job postings to reflect accurate salary ranges.

• Ensure you’re not asking for salary history during any part of the process.

• Understand that these laws often apply based on the candidate’s location—not just your own.

Even companies that operate remotely or nationally must pay attention to local rules.

🧭 Tips for Job Seekers

• You often have a legal right to ask for the salary range, especially after an interview or once an offer is imminent.

• If a job doesn’t list pay or seems vague, it’s okay to inquire—or to walk away.

• You are not required to disclose your past pay in states with salary history bans, even if asked.

Being informed gives you power in the hiring process.

✅ Final Thought

Pay transparency is more than a trend—it’s the law. Whether you’re hiring or job seeking, staying informed about current regulations helps you avoid costly mistakes and fosters a fairer, more equitable hiring experience for everyone.