SALARY HISTORY/WAGE RANGE DISCLOSURE ARTICLE INDEX FOR 2021 FROM THE BACKGROUND BUZZ
April | California: Guidance released by the California Commission on the Status of Women suggests practices for setting salaries, including determining the company’s compensation philosophy and evaluating internal supply.
July | National: Several states have enacted pay transparency laws regarding where, when, how and to whom the necessary disclosures must be made, as well as required information.
July | Nevada: Nevada employers will be required to provide wage or salary range or rate information to new applicants and to employees who apply for promotions or transfers.
August | Illinois: Private employers in Illinois with more than 100 employees will be required to obtain an “equal pay registration certificate” from the IDOL.
August | Rhode Island: Beginning Jan. 1, 2023, employers in the state may not rely on wage history when making decisions about hiring or starting salary for new applicants.
September | National: Twenty-five salary history laws exist across the country.
October | Connecticut: A new law in Connecticut will require employers to disclose wage ranges for vacant positions to applicants and employees.
December | New York City: It is an unlawful discriminatory practice for an employer of four or more people or employment agency to advertise for a job without identifying salary range.