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Equal pay transparency regulations are evolving across the United States, with states and even the federal government introducing laws to promote fair compensation practices. New York State recently implemented Section 194-b of the NY Labor Law, effective from September 17, 2023, mandating employers to disclose compensation details for positions in New York, including remote jobs. Similar provisions exist in New York City, where job postings must specify a specific salary, and non-compliance can result in penalties reaching up to $250,000.

New Jersey (Jersey City only) introduced Assembly Bills 4285 and 3927, impacting job postings. Although the effective date is pending, employers would need to disclose salary ranges, supplemental compensation, and benefits. Penalties for non-compliance could reach $10,000.

Illinois amended its Equal Pay Act, effective from January 1, 2025, requiring employers to include pay scale and benefits information in job postings. Violations may result in fines up to $10,000, with a civil action option for aggrieved individuals.

In Connecticut, H.B. 6273, if signed into law by October 1, 2023, would necessitate disclosing wage or wage ranges and benefits in job postings. Violations could lead to substantial penalties, compensatory damages, attorney’s fees, and more.

Washington, D.C., is considering amendments to the Wage Transparency Act, requiring employers to disclose minimum and maximum projected wages in job listings. The Worker’s Rights and Anti-fraud Section of the Office of the Attorney General Public Advocacy Division would enforce these regulations.

New Jersey is contemplating legislation where job postings must include minimum and maximum salary or hourly wage rate ranges, supplemental compensation details, and benefit descriptions. Civil penalties up to $10,000 could be imposed for violations.

In Massachusetts, House No. 1849 aims to mandate pay range transparency, compelling employers to disclose salary ranges or hourly wages in job advertisements.

Maine proposed Bill HP 583, obliging employers to include pay ranges in job postings, although enforcement details are yet to be revealed.

Oregon might implement Senate Bill 925, barring job ads without pay range disclosure, with civil penalties ranging from $1,000 to $10,000.

Finally, at the federal level, H.R. 1599 is under consideration, requiring nationwide employers to disclose wage or wage ranges in all job postings. Violations could lead to substantial penalties and statutory damages for applicants or employees.

Employers must stay vigilant about these evolving regulations to ensure compliance and avoid potential legal ramifications. Understanding and adhering to the specific requirements in their respective jurisdictions is imperative. For a more detailed overview, please refer to this Equal Pay Transparency Chart By Jurisdiction.