Pay Transparency Laws: Is Your Hiring Process Keeping Up?(September 2026 TogetHR Times)
By Sunny Jonckheere
You may be hearing more about Pay Equity Laws, also called Pay Posting Laws or Pay Transparency. It is no longer just a workplace trend but quickly becoming a legal requirement in many states. As more jurisdictions adopt pay transparency laws, employers should take a fresh look at their hiring practices to ensure they're meeting current requirements.
While the specifics vary by state, many pay transparency laws require employers to include a good-faith salary or hourly wage range in job postings. Some jurisdictions also require employers to disclose benefits or other compensation details, either in the job posting or during the hiring process.
Why does this matter? Beyond potential fines and penalties, noncompliance can impact your organization's reputation. Today's job seekers increasingly expect transparency around compensation, and employers who provide clear pay information often build greater trust with candidates and may attract a broader, more qualified applicant pool.
For employers hiring remotely, compliance can become even more complex. A position advertised nationwide may be subject to the laws of states where applicants live, and not just where your business is located. This makes it important to review your recruiting practices regularly, especially if you recruit across multiple states.
A few best practices include:
Review job postings to determine where pay ranges may be required.
Ensure salary ranges are reasonable, supportable, and updated regularly.
Train hiring managers and recruiters on your organization's compensation philosophy and applicable disclosure requirements.
Periodically review your hiring processes as laws continue to evolve.
Pay transparency isn't simply about checking a compliance box. It also provides an opportunity to strengthen your compensation strategy, improve consistency, and demonstrate a commitment to fairness in the hiring process.
As pay transparency requirements continue to expand, staying informed and having the right HR resources in place can help your organization reduce risk while building trust with prospective employees.
This article is intended for general informational purposes and should not be considered legal advice. Employers should consult legal counsel regarding the requirements applicable to their locations and hiring practices.
