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Submitted URL: https://info.paylocity.com/e/447462/-content-blog-pay-transparency/9crcgf/1498012149?h=laESJt3wOAzFyRwHHrZekrJvSJ0LOLd0w8-d...
Effective URL: https://www.paylocity.com/resources/resource-library/blog-post/pay-transparency/?utm_source=pardot&utm_medium=email&utm_ca...
Submission: On June 30 via manual from CA — Scanned from CA
Effective URL: https://www.paylocity.com/resources/resource-library/blog-post/pay-transparency/?utm_source=pardot&utm_medium=email&utm_ca...
Submission: On June 30 via manual from CA — Scanned from CA
Form analysis 1 forms found in the DOM
POST https://info.paylocity.com/l/447462/2021-10-27/7m2zks
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<legend class="umbraco-forms-fieldset-legend">Form Introduction, email and email consent</legend>
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<h2 class="h3">Subscribe to Paylocity Email Updates Now!</h2>
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div#featuredMessageFlyout .card-body p {
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<div style="font-size: .75rem; color: #898a8d; line-height: 1.4em;">By submitting this form, you agree to the processing of your personal information as described in our
<a rel="noopener" href="https://www.paylocity.com/privacy-policy/" target="_blank" tabindex="-1">Privacy Policy.</a></div>
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RESOURCES
PAY TRANSPARENCY: WHAT HR NEEDS TO KNOW TODAY FOR TOMORROW
June 06, 2023
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Disclosing salary information is a tricky proposition, but one that’s becoming
increasingly prevalent — and expected.
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Blog Post
Data Insights, Employee Management, Payroll, Talent Management
TABLE OF CONTENTS
1. What Is Pay Transparency?
2. Is Pay Transparency Important?
3. Pay Transparency: Weighing the Pros and Cons
4. Planning for the Future of Pay Transparency
5. Be Prepared for Pay Transparency
TABLE OF CONTENTS
1. What Is Pay Transparency?
2. Is Pay Transparency Important?
3. Pay Transparency: Weighing the Pros and Cons
4. Planning for the Future of Pay Transparency
5. Be Prepared for Pay Transparency
Conversations about pay transparency are becoming more… transparent.
With the federal Salary Transparency Act introduced in Congress in March 2023,
along with similar legislation recently enacted in New York City and several
states, U.S. companies are increasingly being pressured to disclose current
employee pay and ranges of posted positions.
What does this growing trend mean for HR professionals?
Let’s dive into the legislation, research, and strategies that will help HR
prepare now for the future of pay transparency.
WHAT IS PAY TRANSPARENCY?
Pay transparency is exactly what it sounds like: Being open and honest about
employee salary information.
If only it were that simple!
Pay transparency has implications for both employees and employers, and HR sits
right in the middle. The challenge is bringing everyone together in a way that
moves your organization forward.
There are many levels of pay transparency. Some are mandated by law. Some are
the result of the vast amounts of salary information available online, which
gives both candidates and current employees unprecedented visibility into your
pay practices.
Importantly, there is also the promise your organization makes to your people to
offer fair and equitable pay. How you honor that commitment will impact your
employer brand — and your ability to attract and retain top talent.
But even before it became a buzzword, there has always been some transparency in
the workplace. Because employees are human. They talk to each other about their
employers and their wages. The differences now are how employees are protected
and what they expect from an employer.
EQUAL, FAIR, OR EQUITABLE? PAY TRANSPARENCY TERMS
There are three related terms that overlap in the dialogue about pay
transparency, which is also known as wage transparency and salary transparency.
While often used interchangeably, these concepts have some subtle nuances.
* Equal Pay — In federal legislation, equal pay typically applies to an
employer’s obligation to pay women and men equally if their jobs are
“substantially equal.” It does not mean equal pay for all.
* Fair Pay — Also referred to as a fair wage or fair compensation, this term
often encompasses equal pay, as in “equal pay for equal work.” But it means
more broadly that an employer provides compensation commensurate with the
value of the work performed.
* Pay Equity — According to SHRM, pay equity includes issues relating to the
fairness of compensation paid by employers to individuals or groups of
employees. It covers three key strategies:
* Ensuring employees feel they are being rewarded fairly based on performance,
skills, and other job requirements.
* Providing the wages and benefits that keep your company competitive with
other employers in the same labor market.
* Evaluating your organization’s legal obligations and pay practices and
identifying corrective action.
WHAT ABOUT PAY COMPRESSION?
Pay compression occurs when employees are compensated the same or similarly
regardless of their experience, skills, and qualifications. As you determine
your pay transparency policies, you may discover:
* Starting salaries have been inadvertently inflated to compete for new talent.
* Salaries have not been adjusted consistently over time for tenured employees.
Learn more about pay compression, its causes and consequences, and what you can
do to fix it in our article: The Truth About Pay Compression.
IS PAY TRANSPARENCY IMPORTANT?
Every organization, no matter the number of employees or where they are located,
is held accountable for implementing fair pay practices.
In addition to meeting legal requirements, how you handle pay transparency
touches every phase of the employee lifecycle — and every core HR function, from
what you post in a job listing to how you use feedback from an exit interview.
First, let’s get the compliance part out of the way.
ARE THERE FEDERAL PAY TRANSPARENCY LAWS?
The U.S. Department of Labor administers more than 180 employment laws, many of
which address equal pay and fair wages. But currently there is little codified
guidance on pay transparency at the federal level.
That could change in the near future.
SALARY TRANSPARENCY ACT
On March 14, 2023, H.R. 1599 — also known as the Salary Transparency Act — was
introduced in Congress. It would amend the Fair Labor Standards Act (FLSA) to
require an employer of any size to disclose the wage range for an employment
opportunity to employees and applicants.
Under this act, employers are also prohibited from refusing to interview, hire,
promote, or employ an employee or applicant for employment, or in any other
manner retaliate against an employee or applicant, for exercising their rights
described in the legislation.
PAY EQUITY FOR ALL ACT OF 2023
The Pay Equity for All Act of 2023 (H.R. 1600) was introduced at the same time.
It prohibits employers from relying on the wage history of prospective employees
when considering them for employment or determining their wages, unless the
candidate volunteers the information to negotiate a salary offer.
As with most legislation, the risks of non-compliance with these federal laws
could be steep, from paying a civil penalty to paying statutory damages to every
employee or applicant who was affected.
WHICH STATES HAVE PAY TRANSPARENCY LAWS?
Today, there are eight states that have enacted pay transparency laws: Maryland,
Colorado, Connecticut, Nevada, Rhode Island, Washington, California, and New
York.
And that number stands to increase. At least 15 states are currently considering
salary transparency legislation.
Of course, each state law is different from the next, making compliance for
organizations with a multi-state workforce that much more complicated. Bear in
mind, state-specified laws apply to remote employees who work in those states.
Some laws require an employer to provide salary ranges upon request, while
others mandate when wage information must be disclosed. For example, Rhode
Island stipulates job applicants are entitled to know the wage range for a
position upon request and prior to discussing compensation. During employment,
wage range information must be provided anytime an employee requests it.
It's not just states that are taking pay transparency into their own hands. In
November 2022, New York City passed an amendment to the NYC Human Rights Law
that requires employers to include a good faith pay range in job advertisements.
The regulatory landscape will likely continue to change over the next several
years. See the Center for American Progress’s article, Quick Facts About State
Salary Range Transparency Laws, for a helpful overview of passed and pending
legislation.
PAY TRANSPARENCY: WEIGHING THE PROS AND CONS
Whether or not your organization is required by law to disclose salary
information, you have some decisions to make about how and how much you share
with employees.
But the research on pay transparency reveals a dichotomy. On one hand, pay
transparency can help boost recruiting and retention efforts. On the other, if
not carefully managed, pay transparency can devastate company culture,
productivity, and the bottom line.
THE BENEFITS OF PAY TRANSPARENCY
The purpose of increasing salary transparency is to close wage gaps and
eliminate employment discrimination. This is certainly a positive outcome that
benefits everyone. And there are others.
IMPROVED RECRUITING EFFORTS
Not surprisingly, among U.S. workers, 82% are more likely to consider applying
for a job when the pay range is included in the listing. For HR professionals,
pay transparency can help attract top talent, with 66% of organizations
reporting transparency during the recruiting process has increased the quality
of applicants.
PROMOTES BETTER AWARENESS OF COMPENSATION STRATEGY
Pay transparency also allows and encourages organizations to examine the
distribution of rewards across roles and levels. Companies can further evaluate
whether wages are set using consistent criteria.
POTENTIAL FOR IMPROVED PRODUCTIVITY
The effects of pay transparency on productivity can vary depending on what the
transparency shows.
Employees who discover they are overcompensated often increase their effort to
justify their higher wage, while those who feel undercompensated don’t change
and may even “quietly quit.” However, a field-based empirical investigation
found evidence that pay transparency has a positive impact on several
productivity measures.
COST-SAVINGS FOR EMPLOYERS
In another empirical analysis, the National Bureau of Economic Research found
that average wages actually fall among private sector employees when mandates
are put in place that increase pay transparency. This could result in cost
savings for the company, although workers might not see that as a benefit.
Pay transparency can help make an organization more competitive in the labor
market and more equitable in its compensation policies and practices. It can
improve productivity and reduce costs.
So, pay transparency is a win, right?
Yes, but it also comes with challenges that HR professionals should be prepared
to address.
THE CHALLENGES OF PAY TRANSPARENCY AND HOW TO OVERCOME THEM
You might expect employees to be largely in favor of sweeping pay transparency
reform — and they are.
Yet a survey of 1,200 workers found 63% are concerned about knowing how much
their co-workers make, fearing it could be “problematic.”
Pay transparency does raise a few challenges. Here’s what they are and what you
can do about them.
SHIFTS IN SALARY BARGAINING DYNAMICS
Just as pay transparency can give employees bargaining power when applying for a
job or a wage increase, it can also have the opposite effect. If everyone knows
what everyone makes, employers have an easy out: “I can’t pay you more because I
would have to give everyone a raise.”
The solution: Make sure employees understand the full breadth of their
compensation with a total rewards statement. A total rewards statement
calculates the cumulative value of all compensation including actual salary,
benefits, and perks. These documents can help employees understand the full
value of their compensation and can lead to more productive and transparent
salary conversations.
POTENTIAL FOR FLATTENED SALARIES AND REDUCED MOTIVATION
Ultimately, pay transparency can flatten salaries, which diminishes employee
motivation. If employees don’t feel they will be rewarded for high performance,
they have little reason to excel. And if workers feel they are not compensated
fairly, they won’t stay.
The solution: Provide multiple avenues for employee recognition. Set up a peer
recognition program, bonus rewards, and other employee engagement initiatives
that ensure your workforce feels valued beyond just compensation.
A total rewards statement can be helpful here too so employees can see the full
value of their compensation package.
INCREASED COMPETITOR VISIBILITY
One last drawback to sharing salary information publicly. Competitors will be
able to see the wages you offer and bid higher for top talent.
The solution: To prevent employee poaching, make sure you keep a beat on
market-level salary and compensation trends, and use this data to help inform
your compensation decisions.
PLANNING FOR THE FUTURE OF PAY TRANSPARENCY
The momentum behind pay transparency doesn’t look to be slowing down.
According to a study by global advisory company WTW, 17% of organizations are
already disclosing pay range info in the U.S. where they aren’t legislated to do
so, and another 62% are planning or considering disclosing pay rate information
in the future.
In that same study, though, 46% of companies are holding back on making pay
information broadly accessible, citing possible employee reactions as a primary
reason.
There are three key steps that will help you implement pay transparency best
practices in your organization.
1. DEVELOP A COMMUNICATIONS STRATEGY
Change management can be a challenge for most companies. How smoothly a
transition happens often boils down to effective communication. In the case of
pay transparency, all current employees are affected by changes in policy.
Increased visibility into your pay practices — whether that’s on request or
through a public job posting — will inevitably raise questions. Employees will
understandably want to know how decisions about compensation are made,
especially if they feel they are not being paid fairly.
Remember, if you don’t talk to your employees first, they will talk more among
themselves to gather information.
2. PROVIDE TRAINING FOR MANAGERS
Conversations about pay can be uncomfortable for managers. What should they say
about how compensation is structured? How do they handle an employee who’s upset
by the information that’s now available? What are hiring managers obligated to
disclose about pay ranges during an interview?
Managers must have some understanding of employment law, but they also may need
training on how to have salary talks with their direct reports.
3. INVEST IN A PAYROLL SUITE WITH ROBUST COMPENSATION CAPABILITIES
In the WTW study mentioned above, almost one in three organizations cited
administrative complexity as a reason to hold back on communicating pay
information with both job seekers and current employees.
This is where you can leverage HR tech to alleviate some of that administrative
burden. Be sure your HRIS software has a comprehensive set of compensation tools
that allow you to easily monitor and adjust compensation, while also being
mindful of budget.
Bonus points if your platform can provide insights at scale, allowing you to
make strategic, data-driven decisions about your rewards strategy.
Even if you operate in a state without pay transparency requirements, investing
in the right tool now will prepare you for the inevitable expansion of this type
of legislation. Plus, you’ll be able to start reaping the additional benefits of
salary transparency.
BE PREPARED FOR PAY TRANSPARENCY
Pay transparency legislation will continue to evolve in the foreseeable future,
as will employee expectations. Don’t get left behind.
Paylocity’s modern HR and payroll solution has tools that make it easy to keep
up with the changing compliance landscape, evaluate your pay structure, and help
employees better understand your pay policies.
Our platform’s compensation software has user-friendly features that help HR
teams:
* Automatically generate a total rewards statement so you can showcase the full
value of an employee’s compensation (and stay compliant with applicable
regulations).
* Easily allocate overall budget and eligibility for compensation to ensure
alignment with organizational goals, and view budget summaries.
* Examine up-to-date market pay data, so you can make strategic decisions about
compensation and have transparent conversations with employees.
Request an HR and payroll software demo today to learn how we can help you stay
compliant with pay transparency laws and stay ahead of shifting employee
expectations.
EASE COMPLIANCE
Maintaining compliance can be a time-consuming and costly challenge. Never miss
a beat with our Compliance Dashboard.
Manage HR Compliance
GUARANTEE FAIR PAY
In today's labor market, employees expect fair, competitive wages. Our
Compensation Management tool can make it happen.
Compensation Tools
--------------------------------------------------------------------------------
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