HR Compliance by State

Requires employers to include salary ranges in job postings and/or share pay ranges with current employees on request. Penalties run $500–$10,000 per posting violation. Most laws apply to remote roles posted in the state even if the company is headquartered elsewhere.

State-run insurance programs funded by payroll deductions that replace 60–90% of wages during qualifying leave (new child, serious illness, family care). Employers must register, withhold contributions, and handle job-protection rights separately from FMLA.

Some states ban noncompete agreements entirely (CA, ND, OK, MT). Others cap them by salary threshold — if a worker earns below ~$75,000, the noncompete is void. Even in permissive states, courts are striking down overly broad agreements.

Mandates that employees accrue paid leave for illness, doctor visits, or care for a sick family member. Most laws accrue at 1 hour per 30–40 hours worked, capped at 40–80 hours/year. Many cities (Chicago, NYC, Seattle) layer additional requirements on top.

Prohibits asking job candidates about prior pay history during recruitment or using prior salary to justify current pay. Intended to break cycles of pay inequity. Some states (CA, NY) also bar using prior pay as a defense in equal pay claims.

Every state has its own deadline for issuing an employee's last paycheck — ranging from immediately on termination (CA, CO, MA) to the next regular payday. Late final pay can trigger daily penalty wages, especially in California where the penalty is one day's wage per day of delay, up to 30 days.