Virginia employers should keep in mind that significant employment law changes take effect July 1, 2026, including new pay transparency requirements for job postings and a ban on salary history inquiries. Read more about what employers need to know here.
Equal Pay Day 2026: A Marker — and a Reminder for Employers
Equal Pay Day, observed this year on March 26, highlights how far into the current year the average woman must work to earn what the average man earned in the prior year. While the date may shift from year to year, the conversation it prompts does not.
For employers, Equal Pay Day is less about
New York City Adopts New Pay Data Reporting Requirements after Veto Override
On December 4, 2025, the New York City Council voted to override Mayor Eric Adams’ veto, enacting new local laws that significantly expand pay transparency obligations for private employers.
Under the new law, employers with at least 200 employees must report pay data, including demographic and occupational information, on an annual basis following a
New York City Council Approves Pay Equity Reporting Mandate – Awaiting Mayoral Action
On October 9, 2025, the New York City Council passed amendments to local laws that, if passed, would impose new pay equity reporting obligations on certain private employers and require the city to conduct annual pay equity studies. These measures are designed to identify and address wage disparities based on gender, race, and ethnicity.
Washington State’s Amended Pay Transparency Law Includes Grace Period for Employers to Cure Job Postings
Washington State has taken a significant step for employers under its pay transparency law by giving employers a five-business-day grace period to correct violations in job postings and limiting the damages plaintiffs can win, among other changes to the law. The requirement that Washington employers post wage and salary information, and information about benefits and
Reminder: Illinois Equal Pay Registration Certificate Reporting Deadline is March 23, 2024
The Illinois Equal Pay Act requires all private businesses with at least 100 Illinois employees to obtain an Equal Pay Registration Certificate (EPRC) by March 23, 2024.
To obtain a certificate, businesses must pay a $150 filing fee, complete a compliance statement, and provide a wage records report containing detailed pay information.
Many businesses
New York Issues Guidance, Proposes Regulations on Newly Effective Pay Transparency Requirements
Pay transparency obligations are in effect in New York State, and the state Department of Labor has issued employer guidance and proposed regulations. As of September 17, 2023, covered employers must include in any advertisement for a job, promotion, or transfer opportunity the minimum and maximum annual salary or hourly rate that the employer believes
Reminder: New York State Pay Transparency Obligations Take Effect Sept. 17
Employers are reminded that the New York State Pay Transparency Law goes into effect Sept. 17, 2023. Covered employers in New York State will have new pay transparency obligations related to job advertisements. Covered employers must include in any advertisement for a job, promotion, or transfer opportunity the minimum and maximum annual salary or hourly
New York State Amends Pay Transparency Law
New York Governor Kathy Hochul has signed an amendment to the New York State Pay Transparency Law that modifies the applicability of the law, lessens an employer’s recordkeeping requirements, and clarifies what constitutes an “advertisement.” The September 17, 2023, effective date remains unchanged, as does the requirement to include the job description in an
Final Regulations Governing Illinois Equal Pay Act’s Certification Requirements are Published
The long-awaited regulations from the Illinois Department of Labor (IDOL) governing the amendments to the Illinois Equal Pay Act (IEPA) were published, further clarifying the practical implications of obtaining an equal pay registration certificate under the IEPA.
Background
The 2021 amendments to Section 11 of the IEPA require businesses with at least 100 individuals employed