Money Talks - And So Do Job Postings

Money Talks - And So Do Job Postings

If there’s one compliance trend making waves across the country, it’s pay transparency. What started as a handful of states experimenting with salary range disclosure has quickly grown into a national conversation about fairness, trust, and culture. For employers, this isn’t just another box to check—it’s a shift in how we think about compensation and communication with our teams.

Beginning in 2025, several new states will join the pay transparency movement:

• Illinois – Effective January 1, 2025, employers with 15+ employees must include salary ranges and benefits in job postings.
• Minnesota – Also effective January 1, 2025, but applying to employers with 30+ employees.
• New Jersey – Effective June 1, 2025, requiring employers with 10+ employees to disclose pay ranges.
• Vermont – Effective July 1, 2025, covering employers with as few as 5 employees.

These states join a growing list that already includes California, Colorado, New York, Washington, Massachusetts, and others.

This patchwork of requirements creates a unique challenge for businesses operating across state lines. Take an example many of our clients wrestle with: you have employees in New Jersey and Oklahoma. In New Jersey, you’re required by law to disclose pay ranges in job postings. In Oklahoma, no such law exists. If you post openings in New Jersey with salary ranges but don’t share the same in Oklahoma, your Oklahoma employees may wonder why transparency matters in one place but not another. And while technically you’re only required to follow the law in each state, the perception among employees can impact trust, morale, and even retention.

So how do leaders balance compliance without creating unnecessary division? The answer lies in consistency of values, even when legal requirements differ. Transparency doesn’t have to be reactive—it can be a proactive choice. Leaders can explain that while laws vary, the organization is committed to fairness in compensation everywhere. This means reviewing and updating job descriptions regularly, ensuring pay bands are clear and defensible, and making sure employees understand how pay decisions are made, even if the law doesn’t require a posting.

Leading Through Change

Leadership plays a critical role—compliance is the floor, not the ceiling. By communicating openly about pay, training managers to answer questions with honesty, and aligning practices with organizational values, leaders can turn a compliance requirement into a culture-building opportunity. And with The People Playbook, you don’t have to navigate this alone. Our subscription gives you ready-made tools—state-specific job posting templates, compliance checklists, SOPs, and pay equity audit guides—so you can stay ahead of shifting laws without reinventing the wheel.At the end of the day, pay transparency isn’t just about avoiding fines or satisfying regulators—it’s about showing your employees that you value them enough to be open and consistent. Laws may differ from state to state, but your culture doesn’t have to. With preparation, communication, and the right tools, you can stay compliant while building a stronger foundation of trust across your entire organization.