About PayTransparency

What we track

27 laws in one catalog: posting requirements in 14 states and DC, city ordinances in New York City, Jersey City, Cleveland, disclosure-on-request and pay-data reporting laws, laws that haven’t taken effect yet, and the EU Pay Transparency Directive. Every page on this site, from the state-by-state referenceto the pricing page, is generated from that one catalog, so they can’t disagree with each other or with the checker.

Where the law data comes from

Each entry is based on the statute or ordinance itself and the enforcing agency’s guidance, cross-checked against employment-law firm summaries. For each law we record the employer threshold, what a posting must contain (pay range, benefits), who enforces it, the penalty range and any cure period. The catalog was last reviewed in full on October 18, 2026. New laws and amendments are logged on the law news page, and the timeline lists every effective date.

How a posting is checked

A language model reads the posting the way a reviewer would: is there a pay range, what are its ends, are benefits described, is the role remote, which locations are named. It only extracts those facts. The verdict comes from deterministic rules applied to them for each jurisdiction you hire in, which is why every finding cites a specific law. The facts we read are shown with every result, so you can see exactly what the verdict was based on.

What the checks can’t tell you

Whether your range is a good-faith estimate, how a particular agency will read an ambiguous posting, or how your headcount counts toward a threshold that the statute leaves unclear. We flag those questions where we know of them; the answers need your judgment or your counsel’s. PayTransparency is not a law firm and doesn’t give legal advice.

Contact

Spotted a law change we missed, or something that looks wrong? Email compliance@paytransparency.app. See also the privacy policy and terms.