For years, it was common practice for employers to ask job candidates about their current or past salaries during the hiring process. This information served as a benchmark for determining a candidate’s “market value” and influencing job offers and salary negotiations. Employers used it to assess career growth and experience levels, and to craft competitive compensation packages.
However, the landscape of candidate compensation is evolving rapidly. Many states and localities have moved to prohibit salary history inquiries, aiming to close wage gaps by ensuring past pay disparities do not follow candidates into future roles.
In 2018, we wrote this article outlining the regions that had enacted laws banning salary history questions. Now, in 2025, the regulatory landscape has shifted even further.
Beyond restricting salary history inquiries, many states now require employers to proactively disclose salary ranges in job postings. This push toward greater transparency is reshaping hiring practices, ensuring that compensation expectations are clear from the outset.
Jeff Harris, CEO of Jeff Harris and Associates, acknowledges the challenges this presents for employers. “If there’s a salary range, candidates are naturally going to target the higher end of a stated range. And if they are made an offer toward the middle or lower end of the stated range, they may consider it a slight,” he says. “That’s something to consider.”
He also notes that increased pay transparency may lead to wage inflation, as job seekers negotiate higher salaries when switching roles. While transparency has clear benefits, it also requires employers to rethink how they approach hiring and salary negotiations. To manage this, companies may need to reassess their overall compensation strategies, ensuring internal pay structures remain competitive while maintaining budget sustainability.
As compensation laws continue to evolve, here’s what employers need to know.
Where salary history questions are banned
A growing number of states and cities prohibit employers from inquiring about salary history. Key locations with bans include:
- California – Employers cannot ask about salary history and must provide a pay scale upon request.
- Colorado – Requires salary ranges in all job postings.
- Connecticut – Bans salary history inquiries and mandates wage range disclosures upon request.
- Delaware – Prohibits employers from seeking salary history from applicants.
- Hawaii – Bans salary history questions and discourages reliance on past pay in setting compensation.
- Illinois – Prohibits salary history inquiries and, starting in 2025, requires salary ranges in job postings.
- Maryland – Requires employers to disclose salary ranges upon request and bans salary history questions.
- Massachusetts – Bans salary history questions and promotes pay transparency.
- Nevada – Prohibits salary history inquiries and mandates wage range disclosures.
- New York – Bans salary history questions statewide and requires pay transparency in job postings in New York City and other jurisdictions.
- Oregon – Prohibits salary history inquiries and mandates equal pay for comparable work.
- Pennsylvania (Philadelphia & Pittsburgh) – City employers cannot ask about prior salary.
- Rhode Island – Employers must disclose salary ranges and cannot ask about salary history.
- Washington – Requires salary ranges in job postings and bans salary history questions.
Additionally, states such as New Jersey, Vermont, and Minnesota have introduced or expanded pay transparency laws set to take effect in 2025.
Where pay transparency laws are changing
- California, Colorado, Washington, and New York City require salary ranges in all job postings.
- Illinois and Minnesota – New laws will mandate salary range disclosures in job postings.
- New Jersey, Vermont, and Massachusetts are expected to implement similar transparency laws.
What this means for employers
As salary history bans and pay transparency laws continue to expand, employers must adapt their hiring strategies. Here’s how:
- Stay informed – Keep up with legislation in your state and city to ensure compliance.
- Assess candidates holistically – Focus on a combination of skills, experience, and career progression rather than past compensation.
- Embrace transparency – Clearly define salary ranges for each role and communicate them openly.
- Train hiring teams – Educate recruiters and managers on legal interview practices and appropriate compensation discussions.
- Conduct pay audits – Regularly review internal salary structures to promote fairness and equity.
By staying proactive, employers can navigate the changing regulatory landscape while fostering a more equitable hiring process.