March 4, 2025 | Mark Hudson

BenefitsPro Magazine ─ In a new bylined article, Elissa Rosi, Vice President of Compliance Advisory Services at Traliant, states that a good compliance program requires both a reactive and proactive approach. It should ensure that an organization is up to date and meets disclosure requirements in states where it operates, currently has employees and where it may have employees in the future.  

Within just the last year, 14 states, including California, New York and Washington, have adopted pay transparency laws that require employers to either provide salary ranges in job postings or share salary information during the hiring process. 

“Industry data shows 75% of companies aren’t ready to comply with these pay transparency laws, leaving the door open to lawsuits, fines and the loss of talented applicants. HR leaders must be aware of how these expanding laws impact hiring practices and have a process in place to ensure compliance,” said Rossi. 

Rossi adds that remote roles pose a particular pay transparency challenge for HR. If an organization is hiring for a remote position and posting open roles that may be seen by potential employees across the country, the posting must be in line with the requirements of any state in which an applicant could hold the position. 

Click here to read the full article.