State & Local Laws
Detailed breakdown of salary transparency requirements by jurisdiction.
California (SB 1162)
ACTIVE- Pay scale (salary range) must be included in all job postings
- Must provide pay scale to current employees upon request
- Employers with 100+ employees must file annual pay data reports
Up to $10,000 per violation; employees have private right of action
Colorado (Equal Pay for Equal Work Act)
ACTIVE- Compensation or range of compensation must be disclosed
- General description of all benefits and other compensation required
- Must notify employees of promotional opportunities
$500-$10,000 per violation
New York State (S.9427-A)
ACTIVE- Salary or wage range (minimum and maximum)
- Job description for the position
$1,000 first violation; up to $5,000 for subsequent violations
New York City (Local Law 32)
ACTIVE- Minimum and maximum salary for the position
- Description of the position
Up to $250,000 in civil penalties
Washington (SB 5761)
ACTIVE- Wage scale or salary range with minimum and maximum
- General description of all benefits and other compensation
Employer liable for wages, damages, and penalties
Illinois (HB 3129)
ACTIVE- Pay scale and benefits for the position
- General description of benefits
Fines up to $10,000 per violation
Ontario, Canada (Working for Workers Act)
ACTIVE- Expected compensation or range of expected compensation
- Workplace location information
- Disclosure whether AI will be used in hiring process
Compliance orders and potential fines
Additional Jurisdictions
Connecticut, Nevada, Maryland, and Rhode Island also have pay transparency requirements, though some apply only upon request or after interviews. Use our Generator tool to ensure compliance with all applicable laws.