Security Job Postings and Pay Transparency Laws

Pay transparency laws have rapidly reshaped recruitment practices and now pose significant compliance risks for security executives who post jobs outside formal HR channels. Understanding these obligations is critical to avoiding personal liability and protecting your organization. These obligations also apply to any of your contractors or temporary employees who are acting on your behalf or under the direction of your staff members.

U.S. Compliance Requirements
Nine states – California, New York, Illinois, Maryland, Colorado, Massachusetts, Minnesota, Vermont, and Washington, plus D.C. require all job postings to include pay ranges and benefit summaries. Crucially, these laws apply to any job advertisement made on behalf of your employer, including posts in professional networks, association newsletters, social media, or informal emails to colleagues.

Non-compliance may trigger immediate penalties, correction mandates, lawsuits from job seekers, and reputational damage to your organization, even from well-intentioned informal sharing. Personal liability for individual employees can arise when…

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