HR’s 2025 Compliance Survival Guide, Part 1 

As pay transparency laws and leave regulations continue to gain traction across the U.S., HR teams are facing a new wave of compliance requirements in 2025. Whether you’re hiring remotely or managing multi-state operations, ignoring these updates could mean steep fines, audit risks, and employee trust issues. 

This guide breaks down the most critical updates to pay transparency and paid leave laws across the country, and how you can stay compliant without losing your mind. 

Pay Transparency Laws: Who’s Required to Disclose Salary Ranges in 2025 

States like California, Colorado, New York, Illinois, and Washington now require employers to include salary ranges in job postings. But each state has different definitions, thresholds, and enforcement rules. Here are the highlights: 

• California: Must include salary/hourly wage range; bonus/commission disclosure if applicable 

• Colorado: Pay range, benefits, and promotional opportunities must be listed 

• New York (State & NYC): Salary range required for employers with 4+ employees 

• Washington: Salary range + benefits disclosure for employers with 15+ employees 

• Illinois (Starting Jan 1, 2025): Requires pay ranges in job postings statewide 

Remote Job Landmine: If your remote job could be performed in one of these states, you may be subject to that state’s law, even if your HQ is elsewhere. 

What Must Be Disclosed? 

• Base salary or hourly wage 

• Expected bonuses or commissions (in some states) 

• General benefits info (like healthcare or PTO in CO & WA) 

Best Practices for HR Teams: 

• Standardize internal pay ranges now to avoid last-minute compliance scrambles 

• Review and update job descriptions and postings regularly 

• Train hiring managers on how to discuss salary ranges legally and consistently 

Paid Leave Laws: More States, More Specifics 

2025 has introduced new or expanded paid leave laws in several states. Key updates include: 

• Alaska: New paid sick leave mandate 

• Indiana: Protected leave for school meetings 

• New Hampshire: Workplace breastfeeding accommodations 

• California: Minimum wage floor for healthcare workers (affects PTO structures) 

• Colorado: Expanded privacy and paid leave protections 

Tricky Territory: These leave laws often overlap with existing federal laws like FMLA and ADA, and require careful coordination. 

What Employers Should Do Now: 

• Audit your leave policies by state 

• Ensure your HRIS or payroll system can track and manage different leave types 

• Communicate clearly with employees on what they’re entitled to (and how to access it) 

The Bottom Line: 

Pay transparency and leave laws aren’t just legal issues; they’re trust issues. Getting these wrong can mean more than fines; it can damage your reputation, hinder recruitment, and increase turnover. 

MP helps employers stay compliant across multiple states, simplify leave management, and build trust through transparent, proactive HR practices. 

✅ Download Our 2025 Pay Transparency State Comparison Infographic 

Need help navigating pay transparency or updating your leave policies? Talk to an MP HR expert today. 

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