How We Talk About Pay is Changing, Don't Fight It

My mom used to tell me to never tell anyone at work about how much I was being paid. Times have changed.

There’s a marked shift toward pay transparency on the job, as evidenced by a series of state and local laws passed in the last several years. The trend is colliding with the rise of remote work and employee mobility, creating a tangled web for employers.

New York City’s broad pay transparency law that goes into effect in November, for example, requires that job advertisements include a specific anticipated salary range. The law covers all employers with four or more employees. Any open position that could be performed even part of the time in the city. This is one of at least four different pay transparency laws just within the state of New York.

Similar laws are also on the books in Colorado and Washington. Legislation passed by the legislature in my adopted home state of California would require employers with 15 or more workers to disclose salaries or hourly wages in job postings.

Getting ahead of this trend is critical if you want to build trust with your employees and avoid costly litigation.

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