As March departs and spring unfolds,
New bills are penned, new stories told.
Some gain ground, while others stall,
Yet, pay transparency stays the call.
The fight moves on, the work’s not through,
Debates run deep, fresh laws debut.
So here’s the scoop—come gather ’round—
Your March Legislative Lowdown!
A spring poem brought to you by ChatGPT!
Here are the updates you need to know for March:
Florida
On March 5, 2025, Florida became the 13th state to propose pay transparency legislation this year when it introduced HB 1619.
If passed, here’s what HB 1619 could mean for Florida workers:
- Salary History Ban – Employers would be prohibited from asking job seekers about past pay during the hiring process, helping to break the cycle of wage disparities.
- Pay Ranges in Job Postings – Employers would be required to disclose salary ranges and benefits upfront in job postings, giving applicants clearer expectations.
- Record Keeping Requirements – Employers would need to maintain wage history and pay scale records for at least two years, ensuring transparency and accountability.
- Penalties for Violations – Noncompliance wouldn’t come cheap—employers could face fines up to $10,000 or even lawsuits for failing to meet the new requirements.
If HB 1619 gains traction, it could take effect as soon as July 1, 2025. While it’s still in the early stages, Florida’s move signals growing momentum for pay transparency across the U.S. Stay tuned for updates as this bill progresses through the legislative process!
Delaware
Delaware, known as the “First State”, is making headlines as the 14th state this year to introduce a pay transparency bill. HB 105, if passed, would significantly change how employers advertise pay and benefits, ensuring greater clarity for job seekers.
If passed, here’s what HB 105 could mean for Delaware’s workforce:
- Salary Ranges in Job Postings – All internal and external job postings would be required to include pay ranges.
- Early Pay & Benefits Disclosure – Job seekers must receive pay and benefits details before any offer or compensation discussions, reducing negotiation uncertainty.
- Record-Keeping Requirements – Employers must maintain job descriptions and wage records for employees, plus an additional three years after they leave the company.
- Transparency for Commission & Tipped Roles – Employers would be required to disclose pay structures for commission-based and tipped positions upfront.
- Enforcement & Penalties – The Delaware Department of Labor would be responsible for enforcement, with penalties for noncompliance.
The bill would apply to businesses with 11 or more employees and take effect one year after enactment.
UPDATE: Virginia & Montana
Virginia
Almost exactly one year after Governor Youngkin vetoed Virginia’s pay transparency bill, history has repeated itself. SB 1132, which would have required salary ranges in job postings, banned salary history inquiries, and imposed financial penalties for violations, quickly passed through the legislature—only to be struck down once again.
The Governor’s reasoning? “Government overreach.” He argued that banning salary history inquiries would leave employers with incomplete information—as if past pay, rather than actual market data, is the best benchmark for competitive wages. (Spoiler: It’s not.) He also claimed the bill would harm job growth and small businesses, despite evidence from other states showing that pay transparency helps both employees and organizations by improving hiring efficiency, reducing turnover, and ultimately saving companies time and money.
For Virginia workers, it’s another setback. But if the past is any indication, this likely won’t be the last push for pay transparency in the state.
Montana
Montana also took another bite of the apple this year to attempt to pass a pay transparency law. Unfortunately, this bill has already failed the state legislature due to a missing clerical deadline.
Across the Pond
The Netherlands has introduced a draft law that not only meets the core requirements of the directive but goes even further by adding stricter measures and enhanced clarity tailored to the Dutch labor market.
Under this proposal, employers would face stronger transparency obligations, including:
- Clear Wage Breakdown – Employers must distinguish between base salary and additional pay components.
- Pay Range Disclosure – Salary ranges must be provided before salary negotiations begin.
- Employee Right to Pay Information – Workers can request written data on their own pay and compare it to gender-based averages for similar roles.
- Mandatory Wage Reporting – Companies with 150+ employees must report detailed wage gap data by June 7, 2027.
- Evaluation Triggers – Any job category with a 5%+ unjustified pay gap must undergo a thorough review, with corrections required within six months.
- Work Councils Involvement – Employers must actively engage works councils in salary policy discussions and reporting.
Unlike the baseline EU Directive, the Dutch proposal lowers the employee threshold for reporting, integrates directly with existing national laws, and introduces more defined enforcement procedures. Employers with 50+ employees must also disclose salary progression criteria, embedding deeper transparency into the workplace.
Pay Transparency Cheat Sheet
Here is a list of states that will enact pay transparency legislation in 2025:
🎡 New Jersey➡ June 1, 2025
🍂 Vermont ➡ July 1, 2025
🦞 Massachusetts ➡ October 29, 2025
What does this mean for employers? It’s time to start checking your pay structures (including benchmarking your roles and running pay equity checks), updating your job postings to include those salary ranges, and building trust through transparency with your incumbent employee population.
Here’s a list of pay transparency laws already enacted:
☀ California
🐻 Colorado
🌺 Hawaii
🍕 Illinois
🦀 Maryland
❄ Minnesota
🌃 New York state/NYC
⛰ Washington state
🏛 Washington, D.C.
The momentum behind pay transparency laws is stronger than ever. With multiple states and even cities pushing for new regulations, employers must stay ahead of the changes. We’ll continue to monitor these developments and provide updates as they unfold.
Stay tuned!
Check out the latest pay transparency laws (enacted and pending)
