Updates & Resources

Learn how New Mexico's pay equity laws, including the Fair Pay for Women Act and Albuquerque’s Pay Equity Initiative, impact your hiring and compensation practices.

In 2025, New York State requires employers to disclose salary ranges and job descriptions in postings, prohibits pay discrimination for similar work, and enforces strict penalties for noncompliance.

Nevada employers must follow strict pay transparency and equity rules. Get clear guidance on wage disclosures, salary history bans, and compliance steps.

Is your business ready for changing pay transparency laws? Discover how New Hampshire’s current pay equity rules impact your compensation practices

New Jersey's pay transparency law takes effect June 1, 2025, requiring wage and benefits disclosures for job postings and internal promotions.

Explore Missouri's evolving pay equity laws, including salary history bans in Kansas City and St. Louis and proposed statewide transparency requirements.

Learn about Montana’s hiring, pay equity, and recordkeeping requirements for employers in 2025.

The Nebraska Equal Pay Act addresses compensation discrimination based on sex, reinforcing fairness in the workplace.

Michigan's approach to pay equity includes protections against gender-based wage discrimination and limits on salary history inquiries.

Mississippi became the last U.S. state to pass an equal pay law with the Equal Pay for Equal Work Act, effective July 1, 2022, targeting gender wage gaps and adding new labor protections.

Starting in 2025, Minnesota employers must disclose salary ranges and benefits in job ads. Get a full breakdown of the state’s new pay equity rules.

New pay equity laws in Massachusetts mandate salary disclosures and demographic reporting. Get the full breakdown for HR and business leaders.

Maine enforces strict pay equity and transparency laws, including bans on salary history questions and required equal pay for comparable work. Learn how to stay compliant.

FLSA status refers to whether an employee is exempt or nonexempt under the Fair Labor Standards Act. This classification determines eligibility for overtime pay, impacts payroll, and plays a role in HR compliance.

Recent changes to Maryland’s pay laws reflect a growing focus on accountability in hiring and compensation practices.

Employers in Louisiana must navigate a blend of limited state-specific regulations and broader federal laws to ensure compliance.

Kentucky mandates equal pay for comparable work. Learn how employers can stay compliant with wage discrimination laws and prepare for potential transparency rules.

Kansas has not enacted a statewide law addressing pay transparency, leaving employers without specific state-level guidelines.

Iowa employers must navigate pay equity using only federal standards. Stay ahead of proposed salary history bans and wage disclosure requirements.

Are wellness programs worth it? Explore the ROI of employee well-being initiatives with hard data and real-world results.

Idaho’s equal pay law hasn’t changed in decades, but the risks for employers are real. Get the facts on compliance, pay transparency, and wage audits.