Salary Transparency Laws Are Expanding

If, like most of my clients, your business is based in Texas, it’s easy to assume salary transparency laws don’t apply to you.

And technically, that’s true for now.

Texas does not currently require employers to include salary ranges in job postings. But here’s where many businesses get caught off guard:

The moment you hire outside of Texas, the rules change.

And they’re changing quickly.

What’s Actually Happening

States like California, New York, and Colorado already require employers to include pay ranges in job postings. Others are close behind.

These laws don’t just apply to companies headquartered in those states. They often apply if:

• The role could be performed in that state (including remote roles)

• You have employees located there

• You are actively recruiting candidates who reside there

In other words, your geographic footprint matters more than your headquarters.

Where Small Businesses Get Into Trouble

Most small businesses aren’t intentionally ignoring these laws; they just don’t realize they apply.

Common scenarios we see:

• Posting a remote role without a salary range

• Using the same job posting across multiple states

• Hiring “just one employee” in another state without adjusting practices

From a compliance standpoint, those situations can quickly create risk.

And beyond compliance, there’s another factor to consider:

Candidate expectations have changed.

Transparency Isn’t Just Legal. It’s Competitive.

Even in states without requirements, candidates increasingly expect to see compensation information up front.

When it’s missing, candidates may:

• Skip the posting entirely

• Assume the pay is below market

• Lose trust before the process even starts

Including a salary range doesn’t just reduce risk; it can improve applicant quality and alignment.

What Employers Should Be Doing Now

You don’t need to overhaul your entire compensation structure overnight. But you do need a clear, consistent approach.

Here are three practical steps:

1. Define salary ranges for your roles

If you can’t post a range, it’s usually because one hasn’t been clearly defined.

Start with:

• Market data

• Internal equity

• Budget constraints

Even a reasonable range is better than none.

2. Standardize your job postings

Avoid creating different versions of postings depending on where you’re hiring.

Instead:

• Build a compliant baseline that works across states

• Include salary ranges where required, and consider including them everywhere for consistency

This reduces both risk and administrative complexity.

3. Train your managers on compensation conversations

Posting a salary range is just the beginning.

Managers need to be prepared to:

• Explain how ranges are determined

• Discuss where a candidate may fall within the range

• Stay consistent in how offers are communicated

Without this, transparency can create confusion instead of clarity.

Salary transparency laws aren’t just a “big company” issue, and they’re not limited to the state you’re in.

As soon as your workforce crosses state lines, your compliance requirements do too.

At Integrity People Group, we’re helping clients navigate exactly this, aligning hiring practices with evolving regulations while keeping processes simple and practical.

Because the goal isn’t just to stay compliant. It’s to build hiring practices that attract the right candidates and hold up as your business grows.

If you’re hiring outside of Texas, now is the time to make sure your job postings and compensation approach are aligned.