As of last week, New York has implemented a new law that bans employers from asking a candidate about their salary history. This same ban already exists in Oregon and New Orleans. More states and cities are following suit and approved bans are rolling out in California (read more), Delaware, Massachusetts, and Puerto Rico over the next few months.
Advocates of the ban hope for it to decrease the gender pay gap and fight wage discrimination, allowing candidates to be paid what they are worth and not be held back by their current or previous salary.
If your organization operates in one of those states affected by the ban, what does this law mean for you and your current hiring process ?
What questions can you ask?
Often salary history is not used in an effort to “low-ball” the candidate, but in an effort to create an appealing offer, and effectively recruit them for your organization. This can still be accomplished by asking “What would your salary expectations be for this position?”.
This legislative trend is not expected to slow, so employers should educate themselves on the laws and begin adjusting their recruiting process in advance to ensure compliance. Let’s have a discussion--what are your thoughts on the changes?
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