Then a salary wizard professional report will be the best fit for you. Simplify the complexities of compensation with a trusted, all-in-one platform. From pay equity to job architecture, we empower organizations to Get Pay Right with scalable solutions tailored to your needs. If your organization operates in these states, staying compliant is important to avoid legal issues.
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For example, in Rhode Island, employers with at least one employee must share salary ranges if asked, before talking pay with applicants, and when current employees are hired or during internal job transfers. To support fair, competitive pay and follow the law, employers should know each state’s rules on salary transparency. These rules are different across the U.S.—some states require pay ranges in job ads, while others ask for pay details during hiring. Encourage your company to support salary transparency with Salary.com’s Pay Equity tool. It helps you achieve and maintain transparent compensation with a complete solution for addressing gender pay gaps, pay raises, and overall pay fairness.
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- Identify disparities, maintain compliance, and implement strategies for equitable compensation practices.
- From pay equity to job architecture, we empower organizations to Get Pay Right with scalable solutions tailored to your needs.
- That’s why Salary.com’s scalable and customizable tools adapt to your unique challenges, whether you’re building job architecture or streamlining bonus planning.
- To support fair, competitive pay and follow the law, employers should know each state’s rules on salary transparency.
Salary.com takes compensation management to compensation intelligence – because the way you pay should power your business. Learn what employers are paying for jobs you’re interested in. In this paper, we look at when it is time to consider a new job description management solution.
No, employers can’t legally require employees to keep their salary confidential in many areas. Laws like the National Labor Relations Act protect employees’ right to discuss wages and working conditions, even without a union. According to Salary.com’s latest Pay Practices Survey, 77% of organizations believe they pay employees fairly—but many employees disagree. Getting pay right involves managing countless factors—benchmarking, pay equity, planning, and communication. With Salary.com, everything works together seamlessly in one integrated platform, saving time and reducing headaches.
Ask the Expert: Navigating Job Descriptions, Skills and HR Trends
Calculate what your employer spends on your total compensation package or view industry averages. Stay competitive with the world’s most innovative compensation software solution. Best practices, trends and insights you need to get pay right. Compare salaries and cost-of-living data for multiple cities. Find out what you should earn with a customized salary estimate and negotiate with confidence. Find, apply for, and land your dream job at your dream company.
We give you the tools to include your specific education, experience, and geography to provide the exact pay range for your job. Through these studies, the journal aims to provide an in-depth understanding of the functioning of financial markets in the Asia-Pacific region, as well as insight into trends in the financial services industry. Particular emphasis is placed on empirical and policy-oriented research, and authors are encouraged to use rigorous analytical methods to explore real-world problems and challenges in financial markets. The readership of the journal includes finance scholars, policy makers, financial industry practitioners, and researchers interested in financial markets in the Asia-Pacific region. Yes, companies have to disclose salary ranges, particularly in states with salary transparency laws.
Salary.com’s tool supports regression and cohort analyses to help uncover potential pay disparities among employees in similar roles. As of this writing, there is no federal law that mandates salary transparency across employers in the United States. However, some states have passed their own laws to help make pay more fair, open, and equal.
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Create, edit, and manage job descriptions in one centralized platform, all while ensuring consistency, compliance, and alignment with roles and skills to stay ahead of workforce needs. CompAnalyst® simplifies your entire compensation process and analyzes your pay practices. Automate survey participation, build and manage salary structures, salaries and wages payable and quickly identify pay discrepancies and employee flight risks. Here are some new states that have implemented salary transparency laws, as of 2025. In 2025, pay transparency continues to be a major focus for HR professionals. While discussions around workplace equity are gaining momentum, gaps between employer intent and employee perception remain significant.
We also cover what should be included in the ideal solution. Boost trust and retain talent with clear, confident pay communication. Elevate by Salary.com® helps you balance transparency and confidentiality to avoid compensation frustrations. Identify disparities, maintain compliance, and implement strategies for equitable compensation practices. CompXL simplifies planning with secure, scalable tools—perfect for even the most complex merit & incentive calculations.
- Find, apply for, and land your dream job at your dream company.
- Getting pay right involves managing countless factors—benchmarking, pay equity, planning, and communication.
- However, some states have passed their own laws to help make pay more fair, open, and equal.
- According to Salary.com’s latest Pay Practices Survey, 77% of organizations believe they pay employees fairly—but many employees disagree.
- Simplify the complexities of compensation with a trusted, all-in-one platform.
Asia-pacific Journal Of Financial Studies历年数据统计
Explore the cost of living and working in various locations. If you are an HR professional learn how we can help you with salary benchmarking.
This article explains the latest salary transparency laws by state to help HR implement transparent pay practices and stay compliant. Access reliable, accurate, and up-to-date data to make informed decisions that ensure fairness, compliance, and competitiveness. From market trends to pay equity analytics, you’ll always stay ahead. Salary transparency laws refer to rules that require employers to share compensation information with job candidates. The goal is to promote fairness and reduce pay gaps based on gender, race, or ethnicity.
That’s why Salary.com’s scalable and customizable tools adapt to your unique challenges, whether you’re building job architecture or streamlining bonus planning. For example, Illinois and Minnesota recently passed laws that will require employers to include pay ranges and basic benefit details in job listings starting January 1, 2025. The best way to benchmark jobs and pay employees competitvely.
Whether you are researching a new job offer, looking for a promotion, or just want to see what you should be getting paid, Salary.com Salary Wizard gives you the tools to understand your worth. Enter your job title below to get your free personalized salary and to start your salary comparison by location, industry, benefits, and pay factors in Salary Wizard. New pay transparency laws are expanding in 2025, with Illinois and Minnesota implementing new rules effective January 1. While some states are doing the same, others have yet to take action. Access trusted and accurate data to confidently price jobs. Salary.com’s CompAnalyst Market Data, SalaryIQTM, Compdata and IPAS Surveys keep you competitive and informed across roles and locations.