According to a recent survey conducted by ZipRecruiter, 72% of all employers surveyed indicated that they include salary information in all job postings regardless as to whether mandated by state law or not. Only 10% of employers surveyed indicated that

With a previously tight labor market over the last few years, many fortunate jobseekers saw increases in pay when hired to a new role. Many employers saw competition for a war on talent within the tight labor market and—to the

Under federal law, the vast majority of employees have a protected right to discuss their salaries with co-workers. Specifically, under the National Labor Relations Act, employees are permitted to engage in such discussions regardless of whether they are a part

A growing number of states and municipalities have already enacted pay-transparency laws. As discussed in our recent articles, such laws largely require an employer to include the salary range for the role in a job posting. These laws, in turn,

A growing number of states and municipalities have enacted or at least are considering enacting pay-transparency laws. Although helpful, some important compensation information is still missing from these laws. We’ve written previously about how pay-transparency laws are helpful to job-seekers

It may seem obvious, but one of the biggest advantages to pay transparency is that it can help reveal pay inequities amongst employees internally. So often, we have been conditioned to keep our salaries private. But when we share information,

We’ve written about recent studies revealing that Gen Z overwhelmingly supports pay transparency with the vast majority declining to apply to jobs that fail to include a salary range in the job posting. But this phenomenon is no longer unique

Clear-Salary was recently interviewed for an article and was asked what the biggest obstacle to pay transparency was. This question made us think. An initial reaction could be that not everyone wants it. But studies show that is not true—in

Last week, we discussed the pay-transparency legislation that has made its way through the Illinois state legislature and is awaiting approval of the Governor. If signed into law, this will be another early example of a state helping to lead

A proposed amendment to Illinois’ Equal Pay Act, H.B. 3129, is moving quickly through the state’s legislature. If passed, this law would require employers with 15 or more employees to include a pay range and description of benefits in any