A DIY guide to navigating the new rules of pay transparency.
You know the salary history question is a minefield. You know some places have banned it. But when a recruiter asks, do you *actually* know if you’re legally protected where you live?
Knowing your rights is one thing. Knowing how to *find* them is another. The patchwork of state and local laws is confusing, and a quick Google search can lead you to an outdated article from 2021.
So, let’s cut through the noise. Here’s a step-by-step guide to figure out exactly what the rules are in your state.
Step 1: Start with a State-by-State Map
First, get the lay of the land. You don’t need a law degree for this; you just need a good map. There are several publicly available resources that track which states have banned salary history questions or require pay-range disclosure. These will give you a quick overview, naming states like California, New York, Colorado, and Illinois as key players.
This is your starting point, not your final answer. Think of it as checking the weather before you decide what to wear.
Step 2: Go to the Official Source
Now, it’s time to get serious. A blog post is good, but the official state labor or workforce website is better. If you’re in New York, you’d look up the official state page on the salary-history ban to read the exact law text.
Official government pages have the most up-to-date and authoritative version of the law. This is what employers and their legal teams rely on, so it’s what you should rely on, too.
Step 3: Get Specific with Your Search
If the map and official site aren’t clear, get specific. Use search queries that include your state name, like:
* `”salary history ban in [your state]”`
* `”[Your State] pay transparency law”`
* `”[Your State] law banning salary history question”`
This will often pull up news articles, legal analyses, or the state statute itself, so you can see not just *if* there’s a ban, but *what exactly* is covered.
Step 4: Don’t Forget Your City
This is the step most people miss. Even if your state doesn’t have a statewide ban, your city or county might. Many of the public “maps” and guides include local ordinances. If you live in or near a major metro area, the local rules can be more protective than the statewide policy.
Step 5: Read the Fine Print
This is where you win the game. Laws differ wildly. Some ban *asking* for your salary history, some ban *using* it, and some do both. Some laws only apply to certain kinds of employers—like state agencies or companies over a certain size. In some places, the law prohibits an employer from using your past salary to set pay *even if you volunteer it yourself*. Don’t just read the headlines; read the details.
Step 6: Check the Date
Laws change. What was true a few years ago might not hold today. Make sure any material you read indicates **when the law took effect** and whether there have been any updates or challenges.
Putting It All Together: A Real-World Example
Let’s say you live in Massachusetts.
You’d Google: **“Massachusetts salary history ban law.”** You’d quickly see that, as of now, Massachusetts does not have a statewide ban.
But you’re not done. You’d then search: **“Boston salary history ban.”** You might find a local ordinance for city contractors or public employees. You’d click through to the official city site, read the summary, and check who it covers. You’d save or bookmark that info. Now you know exactly where you stand.
A Few Things to Watch Out For
Outdated Lists: A list you find might be from 2022. Always double-check against current official sources.
Employer Size: Some laws only apply to public employers or companies of a certain size. The ban may not protect you at a small private company.
Asking vs. Using: “Banned from asking” doesn’t always equal “banned from using if volunteered.” Know the difference.
Local Power: Never assume your state’s rules are the only ones that matter. Check your city.
