The Pay Equity Advisor Blog, published by Jackson Lewis P.C., focuses on developments and compliance issues related to pay equity and pay transparency laws across various U.S. jurisdictions. It covers legislative updates, employer obligations for reporting pay data, restrictions on compensation history inquiries, and enforcement mechanisms. The blog addresses practical implications for employers, including required disclosures in job postings, protections against retaliation, and strategies for compliance with evolving local and state regulations. It also highlights changes to equal pay statutes and provides guidance on managing pay equity in the workplace.
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…
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
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…
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…
Maine recently enacted a pay transparency law that will require certain employers to disclose pay ranges in job postings and maintain records of employees’ compensation history. On April 24, 2026, Gov. Janet Mills signed into law H.P. 18/L.D. 54,…
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…
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…
Ahead of the May 13, 2026, filing deadline, the California Civil Rights Department has released preliminary templates and updated FAQs for the 2025 pay data reporting cycle. Although these simplified templates may still be revised, they highlight new mandatory data…
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…
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…
