I attended a pay transparency webinar recently. The panelists were compensation and legal experts.

They talked about how the laws in the U.S. were focused on requiring employers to share base pay information with employees and candidates.

They also discussed the challenge of including variable pay in pay equity audits and postings. Are you sure that your assessment of performance is objective related to your incentive payouts?

Today I researched what the U.S. laws require:

Colorado = Base pay and general description of bonuses, commissions, benefits, or other compensation
New York State = Base pay and if paid on commission, a statement that pay is based on commission
Washington State = Base pay and general description of benefits and other compensation

Base pay only locations include California, Connecticut, Hawaii, Maryland, Nevada, Albany NY, Ithaca NY, New York City NY, Westchester County NY, Jersey City NY, Cincinnati OH, Toledo OH, and Rhode Island.

Coming Soon in the U.S. (Potentially): Illinois, Maine, Massachusetts, New Jersey, and Federal?

Internationally you need to be aware of the pay transparency related laws that exist in:

Australia, Austria, Belgium, Canada, Chile, Denmark, Finland, France, Germany, Iceland, Italy, Japan, Lithuania, Luxembourg, Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, and United Kingdom.

On 30 March 2023, the European Parliament adopted a legislative proposal called the Pay Transparency Directive. The clock is ticking if you have pay disparities that need to be fixed.

Yes, there is a lot to monitor. Be sure to pay attention to the details.

Do you have a customized or one size fits all compliance approach for pay transparency laws?

Have you recently added headcount to your compensation team? You may want to think about adding that to your budget.

Or you could consider hiring compensation consultants to help you with this compliance nightmare. Yes, this is a shout out for you to consider me and my team at Prosper Consulting. Let’s talk.

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