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State Pay Transparency Playbook

HR pros know that staying informed about state-level pay requirements is essential. But in today's workplaces, organizations can easily find themselves subject to multiple overlapping obligations.

Our playbook will help you understand pay transparency and reporting laws so you can reduce legal risk, ensure consistency in hiring and compensation practices, and reinforce equitable pay structures.

State Pay - Playbook - Mock Up 3

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As national authorities on pay and other non-discrimination analyses for more than 40 years, Berkshire’s team has conducted thousands of compensation analyses for small (50 employees) to large (Fortune 10) organizations and institutions of higher education. With every pay equity project, we seek to isolate and address current areas of legal exposure, and work with our clients to prevent problematic HR and compensation practices from creating new issues going forward. 

A market analysis provides your organization with the guidance it needs to be competitive in a tough labor market. Not only does a professionally completed analysis provide your organization with a compensation structure (e.g., pay grades) that can grow as you do, it also helps you understand the minimum pay being offered in the market for each of your jobs. As part of this process, we can also help you develop a job architecture for your organization, or examine and optimize the one you're currently using.

Several states now have pay reporting requirements, and the EU, Canada, and the Asia-Pacific region have developed their own specific requirements as well. Berkshire can help your organization understand these ever-changing regulatory requirements, prepare mandated government filings, and analyze the pay data you need to submit so you can strategically respond.

 

As AI rapidly reshapes HR, employers must understand when and how these tools add value—and when they introduce risk. Our I/O psychologists help companies implement AI responsibly across the employee lifecycle, especially in recruitment, selection, internal mobility, and performance management.  

 

We help HR teams stay audit-ready and lower people-related risk without the panic. We dig into pay, hiring, promotions, performance, and development to spot issues early, tighten up documentation, and fix what’s fixable before it becomes a bigger problem. 

If your compliance calendar feels like a never-ending game of whack-a-mole, you’re not alone. We help you map your state and federal reporting requirements, keep filings clean and timely, and reduce risk, covering Section 503, VEVRAA, EEO-1, VETS-4212, and more.

 

Additional Resources

Recording - From Pay Ranges to Pay Data
From Pay Ranges to Pay Data - a webinar that covers many elements of compensation philosophy and compliance. Click the image to view. 
Why Workforce Data Analytics Remain Important
From staying compliant with federal laws to proactively identifying areas of risk to defending against discrimination claims, workforce analytics make good business sense. Click the image to learn more. 
What is people insights?
Click the image to learn more about how People Insights pros can help you achieve your HR goals. 
Test Validation How it Helps Foster Merit-Based Decision-making
The concept of ‘merit-based’ hiring means that employers should evaluate candidates based on their knowledge, skills, abilities, and qualifications that relate to the performance of the job in question, rather than their protected group status or other factors unrelated to job performance. Click the image to learn more.
AI in Employment: Boosting Defensibility and Regulatory Readiness

Artificial Intelligence (AI) is rapidly transforming every stage of the employment cycle —from recruiting and selection assessments to performance management and workplace safety and employee monitoring. Click the image to learn more.