Updates & Resources

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.

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

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.

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

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

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.

Indiana doesn’t require pay transparency, but federal laws still apply. Learn best practices for equitable compensation, even in a regulation-light environment.

Understand how Georgia’s unique pay equity laws differ from national trends and what employers must know to stay compliant and fair.