Pay Transparency

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With the fourth quarter underway, employers should confirm that their ongoing job-posting practices reflect pay transparency changes that took effect in 2026. Virginia and Maine added pay disclosure requirements for job postings, while Connecticut expanded its existing requirements. Employers should check the applicable rules to determine which opportunities are covered and what information must appear…

As a reminder, beginning Oct. 1, 2026, Connecticut employers will have broader obligations to disclose wage ranges and benefits information to applicants and employees.

Under the new law, employers must include the wage or wage range and a general description of benefits in internal or public job postings. The law covers positions performed in Connecticut…

European Union (EU) Member States are taking uneven approaches to implementing the EU Pay Transparency Directive, creating new compliance considerations for multinational employers. Employers should assess where differing country-specific requirements may apply. Read more about four key points employers should keep in mind as implementation deadlines approach.

Connecticut employers will soon need to provide pay transparency disclosures in their internal and external job postings.

New Posting Requirements

Under Public Act 26-12 (House Bill 5003), which goes into effect on Oct. 1, 2026, employers must disclose the wage or wage range for positions in internal or external job postings. Currently, when in…

On April 22, 2026, Virginia enacted House Bill (HB) 636 and Senate Bill (SB) 215, companion bills that expand pay transparency requirements and limit how employers may seek and use applicants’ compensation information.

Under the new law, employers are prohibited from seeking the wage or salary history of a prospective employee or relying on…

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…

Massachusetts employers with 100 or more employees should prepare now for the next round of state pay reporting, as the deadline is quickly approaching. This year, the reports are due by February 2, 2026, as the normal February 1 deadline falls on a weekend and is extended to the next business day.

Massachusetts’ “An Act…

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…