Pay Transparency Law Updates - 02/03/25
New transparency laws proposed in several states
Welcome to our first pay transparency law roundup—because tracking updates to your rights shouldn’t feel like a side hustle. Let’s dive in!
1️⃣ Connecticut is Stepping Up
On January 22nd, the Connecticut State Senate introduced SB 1036, a bill that—if passed—would:
Require employers to disclose pay in all job postings (internal & external).
Disclose how employees can advance in the company.
Disclose all available job postings to all employees and who was selected.
Preserve records of job descriptions.
The bill is modeled after Colorado’s equal pay law, but details are still TBD.
2️⃣ Who Else is Considering Pay Transparency in 2025?
Several states have proposed new pay transparency laws this year:
❣️ Virginia: Remember when VA’s legislature passed a pay transparency law last year, only for Governor Youngkin to shut it down with a veto? Well, they’re trying again! This time, SB 1132 is on the table, and if it makes it through (fingers and toes crossed), here’s what it would change:
Employers can’t ask about salary history.
All job postings (including promotions & transfers) must include salary ranges.
Companies that break the rules could owe $1K–$10K per violation (or more, depending on damages).
Governor Youngkin may veto the bill (again 🙄), but thankfully, the Constitution of Virginia prohibits incumbents from serving consecutive terms.
🏀 Indiana: HB 1300 would prohibit employers from relying on the wage history of an applicant in the hiring process and in determining wages. It would also require employers to post a good faith wage range in job postings, promotions, and transfers (internal and external), in addition to a general description of benefits and other compensation provided.
🍂 Maine: The first pay transparency bill proposed in 2025, H.P.18 would require employers with 10 or more employees to post a pay range in job postings, including 3rd party postings. Unlike New York City’s pay transparency law, which requires posting a “good faith range”, the range of pay in this bill means an employer can use a set pay range, a previously determined range for a role, the actual range for a role, or budgeted amount.
🍖 Missouri: SB 373 does not require upfront pay transparency in job postings, promotions, and transfers (like most bills on this list). However, it prohibits employers from failing to or refusing to provide a wage range to employees upon their request or before an offer is made.
🦆 Oregon: HB 2746 would require employers and employment agencies to include certain wage and benefit information in job postings for job, promotion, and transfer opportunities. It would also prohibit employment agencies from inquiring about candidate’s salary histories and past criminal convictions.
3️⃣ BONUS! Mississippi Considers a Salary History Ban
Meanwhile, in the land of crawfish and blues, Mississippi introduced HB 716, which would ban salary history inquiries if passed. If it goes through, Mississippi joins the growing list of states telling employers to stop asking people what they made at their last job.