Asking about an interviewee’s salary history, once a standard practice for many employers to eliminate certain people from their hiring pool, will no longer be allowed in various cities and states soon. In the past, employers have used this information to set compensation rates for new employees, which many have argued increases the pay disparity between men and women.
Banning salary history questions aims to help close the wage gap, and more state and local governments are adopting laws to prohibit employers from asking for this information in job applications and interviews. Many of these laws also do not allow employers to seek this information through an agent or another source.
Seventeen states and 14 cities already completely outlaw the practice. For example, California, New Jersey, and Vermont banned salary history questions in 2018. Cities like New York City, New Orleans, and Pittsburgh have prohibited employers from asking about pay history since 2017.
This year, many new state and local bans have gone into effect, significantly increasing the number of HR professionals and managers who can legally ask about salary history as part of the recruiting process.
- Connecticut – Statewide ban effective as of January 1.
- Atlanta – Local ban for city agencies effective as of February 18.
- Hawaii – Statewide ban effective as of January 1.
- Illinois – Statewide ban effective as of January 15.
- Maine – Statewide ban going into effect on September 17.
- Montgomery County, Maryland – County ban for government officials going into effect August 14.
- Missouri – Statewide ban going into effect October 31.
- North Carolina – Statewide ban effective as of April 2.
- Washington – Statewide ban going into effect on July 28.
For more information, read “NY Plans to Extend Salary History Ban to Private Employers.”