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Here’s what the new law means for employers in California — and, perhaps, beyond.

Of particular interest to employers and workers, however, are the recently passed laws in four states that require employers to disclose salary ranges in job postings.

The law is designed to protect workers from discipline or retaliation for using time off, so employers have limited ability to ask for documentation of the reason for the absence.

Sales managers should be prepared to field questions from salespeople about why their pay may be lower than the top of the outlined range.; Reuse Permission As organizations make changes to meet new pay transparency laws , they must consider the nuances of their sales organization, as the requirements of the law may lead to misperceptions about the competitiveness of companies’ sales compensation.

They had until Dec. 5 to submit roughly 623,000 valid voter signatures to place a question on the 2024 ballot asking whether the law should take effect.

Connecticut’s previous paid sick days laws (which go back to 2011, when the state became the first to pass a related law for private-sector employers) required employers with more than 50 employees in, for the most part, specific retail and service occupations (e.g., food service workers, healthcare workers) to provide their employees with up to 40 hours of paid sick leave annually.

Reuse Permission Beginning Jan. 1, 2024, a new California law will allow employees to take five days off for reproductive loss.

According to labor and employment law firm Littler Mendelson P.C. , NYC 144 prohibits employers or employment agencies from using an automated employment decision tool (AEDT) to make an employment decision unless: the tool is annually audited for bias; the employer publishes a public summary of the audit; and the employer provides certain notices to applicants and employees who are subject to screening by the tool.

California and Washington’s law requires employers to post salary ranges on job postings, while Rhode Island requires employers to provide a salary range to applicants or existing employees upon request.

Beginning in 2025, employers will be required to include pay ranges in job postings, according to law firm Ogletree Deakins .