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Stay ahead of pay transparency laws.

OpenComp's compensation software offers everything businesses need to comply with pay transparency laws around ranges and reporting.

 

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Pay Transparency Legislation Tracker

States like California, Colorado and Washington have pay transparency laws that require salary bands in job postings. Others like Illinois require annual reporting on pay by gender, race and job category — and more states are sure to follow. Keep track of where pay transparency is now the law. 

OpenComp-PayLegislationMap-GIF

 

Confused about pay ranges? We can help.
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OpenComp Range Builder 

Stay ahead of pay transparency laws and avoid stiff penalties.

Part of OpenComp's compensation intelligence software, Range Builder allows you to create professional-grade pay ranges in minutes. 

Get professional-grade pay ranges in just 3 clicks.
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Where Pay Transparency is the Law

Where states have pay transparency legislation in place.

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California

With the passage of SB 1162, starting January 1, 2023, companies with 15 or more employees must publish pay ranges with job listings. Companies with 100 or more employees must submit an annual pay report starting May 1, 2023 with pay breakdowns by gender, race and job category.

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Colorado

The state's active Equal Pay for Equal Work Act requires pay ranges and benefit information be included with every job posting, including remote positions.

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Connecticut

Businesses in Connecticut are already required to provide pay ranges with all job offers, including internal promotions or position changes.

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Maryland

When requested by candidates, employers in Maryland must provide salary ranges.
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New York City

All businesses in New York City must share salary bands in job listings as of November 1, 2022.

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Washington

Businesses in Washington must start posting salary ranges in job posts starting January 1, 2023.

Frequently asked questions

Where does your compensation data come from?

OpenComp data comes directly from our thousands of customers.

We do not buy outside data, and unlike many other providers, we do not utilize surveys that usually have out-of-date and inaccurately reported compensation data.

The OpenComp data set is unmatched in its specificity to small and medium businesses. Every input undergoes rigorous vetting from a team of compensation experts.

How to Differentiate Between Good & Bad Comp Data

What stages of funding are in your data set?

Our data set represents small and medium businesses. When you use OpenComp, you can be sure that you are building a compensation strategy that's as competitive as possible with companies like yours. 

What is a compensation strategy?

Do you ever use external data sources?

Our platform accepts any data source and rigorously vets all additions.

The removal of outliers, aged data, and misreported positions results in a significantly refined data set.

See our Services

How often is your data refreshed?

Unlike traditional compensation data providers that update annually, our benchmarks are refreshed on a quarterly basis, giving you access to a perfect blend of up-to-date information and data accuracy.

We integrate with 20+ HRIS and equity management providers to automate compensation data entry and update your data and insights daily. This ensures you have the most timely compensation intelligence at your fingertips to conserve cash, ensure pay equity, and keep high performers.

Compensation Benchmarking for Startups: The Good, The Bad & The Ugly

How many companies in XYZ location can we compare to?

All of our benchmarks are statistically significant and accurate. We do not report locations where we cannot guarantee statistical significance and accuracy.

Simplify decision making with automated data intelligence

How many HRIS providers do you integrate with?

OpenComp integrates with 20+ HRIS and equity management providers. Simply access your admin console, click on the Sync Employees tab, and select your provider. The system will guide your integration process from there.

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