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

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.

Sales managers should be prepared to field questions from salespeople about why their pay may be lower than the top of the outlined range.; 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.

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.

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

In a separate post , WTW experts noted employers will want to consider the following: ;The safe harbor allows — but does not require — employers to cover telehealth benefits before the HDHP minimum annual deductible is satisfied, without affecting HSA eligibility.; ;The retroactive effective date means employees who were receiving telehealth benefits under the safe harbor can continue doing so without experiencing a gap as had occurred under prior extensions.; ;Any changes to telehealth benefits must be communicated to plan participants in a timely manner.; According to a post by employment law firm McDermott Will & Schulte, digital health and telehealth providers, virtual and remote care providers, employer plan sponsors, insurers, and third-party administrators may reassess and update their services and coverage for HDHP participants.

;Demonstrated compliance with employment laws, including non-discrimination obligations and workplace safety regulations, is a baseline expectation.

Federal Trade Commission (FTC) has proposed a ruling banning employers from adding noncompetes to their employment contracts .

Internal Revenue Service (IRS) issued an information document on Friday, Jan. 23, to help employers and their employees navigate seven common questions related to the “no tax on overtime” component of the H.R. 1 law (also known as the One Big Beautiful Bill Act).

The law, which takes effect Jan. 1, 2024, requires employers to disclose an hourly rate or salary range in job postings.