Pay transparency laws in 2025 are reshaping how businesses attract, hire and retain talent. What started as a local trend has evolved into a national shift, especially in states like California, New York and Illinois where laws now require salary ranges in job postings and standardized pay practices across roles. For employers, it’s not just about compliance, it’s about staying competitive.
At Suna Solutions, we help organizations navigate the evolving landscape with workforce strategies that keep you ahead of legal changes while strengthening your employer brand.
What’s New with Pay Transparency Laws in 2025?
The scope of pay transparency laws has widened. In addition to listing salary ranges on job postings, some states now require employers to:
- Share pay ranges during interviews or upon request
- Disclose salary bands for internal promotions and lateral moves
- Submit annual pay equity reports
- Maintain consistent job descriptions tied to compensation levels
According to SHRM, 74% of HR leaders updated their job postings to include salary ranges by the end of 2024. In 2025, we’re seeing the next phase, more audits, more documentation and more visibility into how companies make compensation decisions.
Why It Matters to Employers
You may already be posting pay ranges, but that’s just one piece of the puzzle. Pay transparency laws in 2025 impact your hiring process, internal promotions and even how employees view your values.
Recruitment Gets More Transparent
Today’s candidates expect upfront salary information. If your job descriptions don’t include a clear range or worse, if your ranges seem inconsistent, you’re going to lose good people before they even apply. By partnering with Suna, companies get expert support in writing job postings that align with current regulations and market expectations. We make sure compensation ranges are realistic and competitive without attracting legal risk or unwanted scrutiny.
Fines and Penalties Are Adding Up
One of the most overlooked aspects of these laws is the cost of non-compliance. Most states treat each job posting that lacks required pay information as a separate violation, which means fines can build up quickly. Even if first-time violations are sometimes excused, repeated or uncorrected mistakes can become expensive, with penalties ranging from hundreds to thousands of dollars per infraction. Certain local laws go even further. In New York City and Jersey City, fines for violations can reach up to $250,000 per posting. Employers that aren’t paying attention or don’t have a system in place, risk more than just legal trouble. They’re also damaging their brand and candidate trust. Suna helps clients avoid these missteps with proactive audits, real-time support and guidance tailored to every region where you operate.
Internal Pay Practices Are Under a Microscope
Laws now require more than fair job ads. Employers need internal systems to track and prove that pay is equitable across roles, genders and demographics. If two employees are doing similar work, you need to be able to explain why one might be paid more than the other. Suna’s workforce solutions include compensation analysis and equity benchmarking, giving clients the tools to make smart decisions that hold up under inspection.
Retention Depends on Trust
Employees want to know they’re being treated fairly. When your workforce understands how pay is determined and sees consistency across teams, trust grows. When they don’t, frustration builds. One Payscale study found that employees who believe their pay is fair even if it’s not the highest are more likely to stay. Transparency creates loyalty.
What Pay Transparency Means for Contingent Workforces
Temp workers and contractors have often been left out of the compensation conversation. That’s changing fast. Pay transparency laws in 2025 apply to contingent labor in many states and large companies are under more pressure to standardize wages across employee types.
For companies using a Managed Service Provider (MSP) or Employer of Record (EOR), it’s important to work with a partner who understands how these laws affect every layer of the workforce. Suna bridges that gap, helping clients stay compliant while managing cost and scale.
We work with suppliers and clients to:
- Review and revise pay rates across contingent roles
- Standardize job titles and descriptions
- Build compliant workflows for approvals, audits and reporting
With clear guidance and up-to-date compliance support, clients can focus on growing their business, not chasing legal updates.
What Employers Should Do Next
If you’re hiring in multiple states, managing a hybrid workforce or working with a staffing provider, now’s the time to get ahead of pay transparency requirements. Start by:
- Reviewing your job postings and updating salary ranges
- Auditing your current pay practices and looking for inconsistencies
- Creating a process for responding to candidate and employee pay questions
- Working with a partner who understands the details and can help you stay compliant
At Suna, we bring clarity to complex labor issues. We help companies meet today’s expectations without losing sight of tomorrow’s goals.