According to Salary.com’s latest Pay Practices Survey, 77% of organizations believe they pay employees fairly—but many employees disagree. Calculate what your employer spends on your total compensation package or view industry averages. Then a salary wizard professional report will be the best fit for you. Do you want to better communicate your compensation decisions to your employees? You get the tools to negotiate your salary with confidence. How does the Personal Salary Report help you negotiate salary?

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Are you looking for a highly detailed report specifically tailored to your new hire, employee or open position? Those with an MBA degree tend to enjoy a higher pay scale than those who… Compare salaries and cost-of-living data for multiple cities. Industry leading data subscriptions. We analyze the market for you. 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.

That’s why Salary.com utilizes HR-reported aggregate market data to accurately report salary on thousands of jobs. Here are some new states that have implemented salary transparency laws, as of 2025. To support fair, competitive pay and follow the law, employers should know each state’s rules on salary transparency. Being in a state with salary transparency laws and not following them can lead to legal issues. No, employers can’t legally require employees to keep their salary confidential in many areas. These rules are different salary commission based across the U.S.—some states require pay ranges in job ads, while others ask for pay details during hiring.

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With Salary.com, everything works together seamlessly in one integrated platform, saving time and reducing headaches. Boost trust and retain talent with clear, confident pay communication. Identify disparities, maintain compliance, and implement strategies for equitable compensation practices.

• 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.
• Salary transparency laws refer to rules that require employers to share compensation information with job candidates.

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These bans stop employers from asking applicants about their past pay. HR also needs to know about pay history bans in certain states, as this can affect the hiring process and impact compensation decisions. Salary.com’s tool supports regression and cohort analyses to help uncover potential pay disparities among employees in similar roles. However, some states have passed their own laws to help make pay more fair, open, and equal.

• However, some states have passed their own laws to help make pay more fair, open, and equal.
• Access trusted and accurate data to confidently price jobs.
• Do you want to better communicate your compensation decisions to your employees?
• Have enacted pay transparency laws, which require private employers to disclose salary information in job postings or upon request.
• With Salary.com, everything works together seamlessly in one integrated platform, saving time and reducing headaches.

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Watch on-demand employment attorney Heather Bussing for a timely discussion on the critical next steps in your pay equity journey. Getting pay right involves managing countless factors—benchmarking, pay equity, planning, and communication. Elevate by Salary.com® helps you balance transparency and confidentiality to avoid compensation frustrations.

Automate survey participation, build and manage salary structures, and quickly identify pay discrepancies and employee flight risks. CompAnalyst® simplifies your entire compensation process and analyzes your pay practices. Our all-in-one platform integrates with your HR systems to ensure you have the right tools for total compensation management. Salary.com takes compensation management to compensation intelligence – because the way you pay should power your business. This guide covers progress, benchmarks, and execution in the advancement of pay equity

Commit to fair pay with the CompAnalyst® Pay Equity Suite. Simplify job architecture with JobArchitect®. Salary.com’s CompAnalyst Market Data, SalaryIQTM, Compdata and IPAS Surveys keep you competitive and informed across roles and locations. If you are an HR professional learn how we can help you with salary benchmarking. Best practices, trends and insights you need to get pay right. Our experienced compensation consultants are here to help.

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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. From pay equity to job architecture, we empower organizations to Get Pay Right with scalable solutions tailored to your needs. Learn what employers are paying for jobs you’re interested in. From market trends to pay equity analytics, you’ll always stay ahead. Pay transparency policies, along with the Pay Equity tool, helps HR share a clear message about pay and show the company’s commitment to equal and fair compensation. Communicating and implementing pay transparency is key to building trust and supporting fairness.

Employers – Looking to price an individual job or develop a compensation plan?

What are your salary expectations? Maximize your potential by finding your customized salary. Find, apply for, and land your dream job at your dream company. Negotiate a promotion, find a new job, or simply understand your worth. We also cover what should be included in the ideal solution. Access reliable, accurate, and up-to-date data to make informed decisions that ensure fairness, compliance, and competitiveness.

Agentic AI platform built to support the people behind pay. Most innovative compensation technology backed by the most experienced team in the industry Laws like the National Labor Relations Act protect employees’ right to discuss wages and working conditions, even without a union. If your organization operates in these states, staying compliant is important to avoid legal issues. The goal is to promote fairness and reduce pay gaps based on gender, race, or ethnicity. Are you pricing a smaller number of positions or employees?

We give you the tools to include your specific education, experience, and geography to provide the exact pay range for your job. Simplify the complexities of compensation with a trusted, all-in-one platform. In this paper, we look at when it is time to consider a new job description management solution.

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It helps you achieve and maintain transparent compensation with a complete solution for addressing gender pay gaps, pay raises, and overall pay fairness. Encourage your company to support salary transparency with Salary.com’s Pay Equity tool. In 2025, pay transparency continues to be a major focus for HR professionals. Access trusted and accurate data to confidently price jobs. Stay competitive with the world’s most innovative compensation software solution.

Have enacted pay transparency laws, which require private employers to disclose salary information in job postings or upon request. This article explains the latest salary transparency laws by state to help HR implement transparent pay practices and stay compliant. Yes, companies have to disclose salary ranges, particularly in states with salary transparency laws. Following salary transparency laws, especially in states that require them, can bring many benefits to companies. 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. Salary transparency laws refer to rules that require employers to share compensation information with job candidates.

As of this writing, there is no federal law that mandates salary transparency across employers in the United States. New pay transparency laws are expanding in 2025, with Illinois and Minnesota implementing new rules effective January 1. The best way to benchmark jobs and pay employees competitvely.