Pay Transparency Checker
Check whether your hiring country requires salary ranges in job adverts, pay-gap or pay-equity reporting, and employee access to pay data — with thresholds, deadlines, and the governing law.
Governing law.
Non-compliance.
Country cells link to the regulator, statute, or an authoritative legal source where we verified a live page; jurisdictions without a confirmed live source stay unlinked rather than cite an unverified URL.
| Country | Range in ads | Equity reporting | Applies to | Deadline |
|---|---|---|---|---|
| Selected↗ |
Each record draws on primary legislation and official guidance: the UK Equality Act 2010 and gender pay-gap regulations, US state salary-transparency statutes (CA, CO, NY, WA, IL), Germany's Entgelttransparenzgesetz, Canada's Pay Equity Act, and Australia's Workplace Gender Equality Act, among others. Thresholds, deadlines, and penalties are cross-checked against enforcement-authority guidance and updated as the EU Pay Transparency Directive (2023/970) is transposed across member states through 2026u201327. This is a reference, not legal advice.
US state laws (California, Colorado, New York, Washington) generally apply when a role can be performed in the state — including fully remote positions — so a posting open to those residents must carry a genuine pay range, not a token placeholder. UK gender pay-gap reporting applies to a legal entity's UK headcount over 250 regardless of remote working. German employers above the threshold must answer statutory pay-band requests within three months, so HR needs a defined process before the first request lands.
Pay transparency is now an operational requirement, not an HR nicety: ranges in adverts, gap reports on a deadline, and a process to answer pay-band requests. Map your obligations market by market before you post a role or finalise an acquisition — the duty usually follows where the work can be done, not just where your entity sits.