Updates & Resources

This blog explains the legal definitions of pay equity and transparency under South Dakota law, highlights the S.D. Codified Laws addressing wage discrimination and disclosure, and outlines how they shape HR operations and decision-making.

Vermont is raising the bar for pay transparency in hiring. Starting July 1, 2025, employers will need to meet specific requirements when advertising job openings, ensuring salary ranges are clear and accessible to applicants.

Wyoming pay transparency and pay equity laws aim to address wage fairness and promote openness across hiring and compensation processes.

Virginia has not enacted statewide pay transparency laws like other states, leaving employers without state-mandated requirements to post salary ranges or restrict salary history inquiries.

West Virginia employers find themselves in a unique position. Without detailed state requirements on pay transparency or equity, businesses have greater flexibility but also less guidance.

While Utah doesn't have sweeping state laws requiring pay disclosure, many employers are recognizing the benefits of sharing salary ranges openly.

Although Wisconsin does not currently have a statewide pay transparency mandate, legislative trends suggest the possibility of future regulations.

Texas employers operate in a state where pay transparency laws are less prescriptive than in other parts of the country.

Washington’s pay transparency mandates, established under the Equal Pay and Opportunities Act (EPOA), and strengthened by SB 5761, require compliance from all covered employers.

While Tennessee has no pay transparency law, equal pay is still required. Get ahead of the curve with strategies to ensure fairness and compliance in your compensation practices.

Pennsylvania's pay transparency efforts are gaining momentum but remain under development.

Rhode Island’s pay equity laws require wage range disclosures, ban salary history questions, and mandate equal pay for comparable work. Here’s what employers need to know.

South Carolina lacks a pay transparency law, but proposed bills and federal rules make compliance critical. Learn what employers need to know now.

This guide explores the current legal framework in North Dakota, including the state's Equal Pay Act and federal laws like the Equal Pay Act of 1963.

Oklahoma employers are not required to follow a stand-alone pay transparency law, but wage discrimination protections under state law still apply.

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.

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.