Columbus Bolsters Pay Openness Law: Employers Must Prepare for December 3 Effective Date
Columbus, OH – A new law considerably increasing pay transparency requirements for employers in Columbus, Ohio, is set to take effect on December 3, though enforcement will not begin until january 1, 2027. The legislation aims to address pay equity and empower job applicants with crucial compensation information.Employers should proactively implement compliance measures now, rather than waiting for enforcement to begin, to avoid potential issues.
The law mandates the disclosure of pay ranges in job postings, a growing trend across the United States.This move by Columbus follows similar initiatives in other cities and states, reflecting a national push for greater pay equity. While the effective date is approaching quickly, employers have time to prepare and ensure their practices align with the new regulations.
Here are key steps employers should take to ensure compliance:
* Establish Pay Ranges: Begin identifying appropriate pay ranges for all positions covered by the law to be ready for disclosure requirements.
* Conduct a Pay Equity Audit: Consider a thorough pay equity audit to proactively identify and address any potential disparities in compensation, ensuring alignment with federal, state, and local equal pay laws.
* Seek Legal Counsel: Consult with experienced legal counsel to understand the full scope of the law, the benefits of a pay equity audit, and best practices for compliance. Utilizing counsel also protects the audit process under attorney-client privilege.
* Revise Job Posting Procedures: Review and update job posting templates to include required pay range information, ensuring consistent submission across all covered positions.
* Train HR and Hiring Teams: Provide thorough training to HR and recruitment teams on the new requirements, including how to accurately determine and document pay ranges and effectively communicate this information to applicants.
* Monitor Broader Trends: Stay informed about evolving pay equity and transparency laws in other states and localities where the organization operates, including potential implications for remote workers. Resources like the FP Pay Equity and Transparency Map (https://www.fisherphillips.com/en/pay-equity-map/index.html) can definitely help track these developments.
Employers are encouraged to subscribe to Fisher Phillips’ Insight system (https://www.fisherphillips.com/en/Subscribe.html) for ongoing updates on pay equity and transparency legislation. For specific questions regarding compliance, contact a Fisher Phillips attorney in the columbus Office (https://www.fisherphillips.com/en/offices/columbus.html?tab=overview) or the Pay Equity and Transparency Practice Group (https://www.fisherphillips.com/en/services/practices/pay-equity/index.html?tab=overview).
