Enforcement began in 2026 — Massachusetts and New Jersey are auditing job postings. Virginia and Maine laws are now live

Is your compensation ready for the pay transparency era?

A free 3-minute assessment. Get your readiness score across five dimensions, plus the specific gaps to fix first.
start the assessment

Pay transparency doesn't create compensation problems. It exposes them.

Compensation decisions made one at a time, over years, under pressure, rarely add up to a defensible structure. That isn't a failure of intent. It's what happens without a system.

Transparency is what makes it visible, all at once. A range goes on a posting. An employee compares notes. A board member asks a question.

Twenty-one states require proof of unequal pay for equal work. At least six use substantially similar. At least eleven use comparable work. Federal circuits are split on whether prior salary can justify a gap.

The same pay decision can be compliant in one state and a violation in the next.

16+

States plus D.C. now require pay ranges in job postings

~50%

Of U.S. workers are covered by pay disclosure laws

22

States and 23 localities now ban salary history questions

What you'll get

Pay equity visibility — can you see gaps by role, level, and location today?
Salary range readiness — do defensible ranges exist, and for how much of the org?
Market data quality — how current is the benchmark data underneath those ranges?
Merit-cycle risk — will your next merit cycle close gaps or widen them?
Transparency & compliance exposure — postings, disclosure, multi-state risk.
Walk through your results with a compensation specialist.

How it works

1

Answer 7 questions (about 3 minutes)

2

See your preliminary score instantly

3

Review your results with our comp specialist
start the assessment

The gaps are predictable. So is what closes them.

OpenComp helps People, Total Rewards, and Finance teams move from reactive pay decisions to structured, data-backed compensation planning.

• Identify pay disparities across roles and demographic groups
• Build salary ranges based on market data
• Track pay equity impact during merit cycles
• Align HR and Finance on compensation planning
• Replace manual spreadsheet workflows

Gap surfaced by the assessment

OpenComp Capability

Pay gaps you can't see

Structured compensation data and visibility

Salary ranges that don't hold up

Range Builder, built on live market benchmarks

Merit-cycle risk

Merit planning modules

Stale or missing market data

Real-time benchmark reporting

Transparency and compliance exposure

The four capabilities above — transparency is what exposes whether they exist

Why teams choose OpenComp

“Best compensation tool on the market!”

Jess Forster
VP of People, Fluxx

“I love that OpenComp is an end-to-end solution, not a collection of one-off tools.”

Joanne Simon-Walters
Chief Operating Officer, Simplesense

Frequently asked questions

Who should take this?
Is this a pay equity audit?
How long does it take?
What happens after I submit?
We have employees in Europe. Does that change anything?
What do you do with my data?

Have more questions?

Book a free intro call with our team.
Book a Call

Find out where you stand

Seven questions, about three minutes. You'll see your score immediately, plus the option to walk through it with a specialist.

start the assessment
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