Pay Equity Laws
What is pay equity?
Pay equity is a means of eliminating gender and ethnic discrimination in the wage-setting system. In this context, the criteria which employers use to determine wages must be gender- and ethnicity-neutral.
What is pay equity legislation?
The overarching purpose of pay equity legislation is to prohibit employers from discriminating on the basis of gender or ethnicity in the payment of wages. To assist candidates and clients alike throughout the hiring process, we’ve compiled relevant information associated with pay equity legislation enacted around the United States. This webpage includes updated information, including:
- Bill names
- Effective start dates
- Violations and penalties
- Exceptions related to voluntary disclosure and interview guidelines
If a state or territory is not included in the dropdown below, there is no pending legislation.
*This is not intended to be legal advice.
Location
Cincinnati
Bill
Ordinance No. 83-2019
Effective
3/13/2020
Violations
Employers with 15+ employees may not inquire about an applicant’s salary history, screen job applicants based on their current compensation or salary histories, rely on an applicant’s salary history in deciding whether to offer employment or in determining compensation during the hiring process, including the negotiation of the employment contract. Employers also may not refuse to hire or otherwise disfavor, injure, or retaliate against applicant for not disclosing salary or refuse pay scale upon reasonable request from applicant who has conditional offer of employment.
Penalties
Compensatory damages, reasonable attorney’s fees, costs of the action, and such other legal and equitable relief.
Voluntary Disclosure
Not a violation.
Interview Guidelines
May discuss a candidate’s compensation expectations with respect to salary, benefits and other forms of compensation.
Location
Cleveland
Bill
Ordinance No. 104-2025
Effective
October 27, 2025
Violations
Fail to provide the salary range or scale (including wages, commissions, hourly earnings, other monetary earnings, and benefits) for potential employment in the notification, advertisement, or other formal posting that offers the opportunity to apply for employment.
Penalties
Persons may file written complaint with the Fair Employment Wage Board; employer has 90-day cure period; if not cured, civil penalty of $1,000 per violation up to a maximum of $5,000. Penalties are adjusted annually.
Voluntary Disclosure
(not addressed)
Interview Guidelines
(not addressed)
Location
Columbus
Bill
Ordinance No. 0709-2023
Effective
3/1/2024
Violations
For an employer with 15+ employees in the city, or its agent, to
• Ask about an applicant’s salary history, which includes current or prior wages, benefits, or other compensation. Salary history does not include any objective measure of the applicant’s productivity, such as revenue, sales, or other production reports.
• Screen job applicants based on their current or prior wages, benefits, or other compensation.
• Rely solely on the applicant’s salary history in deciding whether to offer employment or in determining wages, benefits, or other compensation for the applicant.
• Refuse to hire or otherwise disfavor, injure, or retaliate against an applicant for not disclosing salary history to an employer.
Penalties
Civil penalty of up to $5,000; applicants may file administrative complaint with the Columbus Community Relations Commission.
Voluntary Disclosure
(not addressed)
Interview Guidelines
(not addressed)
Location
Columbus, Ohio
Bill
Columbus City Code Chapter 2335
Effective
Dec. 3, 2025
Violations
Fail to provide the reasonable salary range or scale for potential employment in all postings for positions to be performed within city limits. Factors that may be used to determine reasonableness of the salary range or scale include, without limitation:
• The flexibility of the employer’s budget;
• The anticipated range of experience job applicants may have;
• The potential variation in the responsibilities of the position;
• The opportunities for growth in and beyond the position;
• The cost of living for the various locations in which an applicant may work; and
• Market research on comparable positions and salaries.
A salary range or scale is not required to be posted for internal transfers or positions, or when compensation or benefits are determined pursuant to procedures established by collective bargaining.
Penalties
Persons may file complaint with the Community Relations Commission of the City of Columbus; Commission may issue civil penalties up to $5,000, refer to the City Prosecutor’s Office, or order that the employer cease unlawful behavior.
Voluntary Disclosure
(not addressed)
Interview Guidelines
(not addressed)
Location
Toledo
Bill
O-173-19
Effective
6/25/2020
Violations
Employers with 15+ employees may not inquire about an applicant’s salary history, screen job applicants based on their current compensation or salary histories, rely on an applicant’s salary history in deciding whether to offer employment or in determining compensation during the hiring process, including the negotiation of the employment contract. Employers also may not refuse to hire or otherwise disfavor, injure, or retaliate against applicant for not disclosing salary or refuse pay scale upon reasonable request from applicant who has conditional offer of employment.
Penalties
Compensatory damages, reasonable attorney’s fees, costs of the action, and such other legal and equitable relief.
Voluntary Disclosure
Not a violation.
Interview Guidelines
May discuss a candidate’s compensation expectations with respect to salary, benefits and other forms of compensation.