State and Local Jurisdictions Implement Salary History Bans

Allegis Group company Aerotek recently reported on the progress of laws banning questions regarding the salary history of job candidates. Its July 2019 article reports, “To address the gender and racial wage gap, cities, states and territories around the U.S. are banning employers from asking for a job candidate’s pay history. The bans have important implications for employers in a jurisdiction that is instituting or considering a version of the ban.”

Salary history inquiry bans are being enacted by states and municipalities to address biases that are perpetuated via questions about the salary histories of prospective employees. The bans aim to address what many see as gender- and minority-based pay differences that could remain an influence throughout an entire career.

Takeaway: Employers may have to determine offers without the candidate’s salary history as a decision tool, but that change may be beneficial in the long run. Local market conditions, competition, and talent availability are all factors that can accurately determine the best offer. A talent partner with the right tools and data in place can help companies make the most accurate determination to attract the right talent, at the right time and cost, needed to best meet a workforce need.

North America

Canadian Ruling Accounts for Past Contractor Status When Releasing an Employee

California Privacy Law Will Carry Responsibilities for Employers

Marijuana Legalization Begins a Possible Employment Screening Trend

Dynamex’s ABC Test for Contractor Misclassification Codified Into Law

Court Upholds Web Sourcing of Candidate Data … for Now


Private UK Companies Will Not Be Exempt from IR35

Gig Economy Employers Navigate Germany’s Temporary Employment Act

Spain and the Netherlands Highlight Pay and Classification Priorities for Flexible Workers

EU PSD2 Directive May Lead to Adjustments in Payments and Invoicing


China to Relax Immigration Rules

Japan Sets Equal Pay for Equal Work Guidelines for Engaging Temporary Workers

This update contains general information only, and AGS is not rendering legal advice. Before making any decision or taking any action that may affect your business, you should consult qualified legal counsel. AGS shall not be responsible for any loss whatsoever sustained by any person or company who relies on this update.