On September 27, 2022, Gavin Newsom, the Governor of California, signed one of the United State’s newest Salary Transparency Laws into law. It joins several adopted or pending laws in the United State’s and Europe to require employers and recruiters publish salary ranges for advertised roles. We know you, our Matador Jobs users, will be interested in how you can upgrade your sites to adhere to these new laws and regulations, and this is our first communication on the subject, with more to come.

Jurisdictions Requiring Pay Transparency Now or Soon

California is not the only state that will require pay transparency in job postings by the start of the new year. We are also aware of:

  • The US State of Colorado began requiring Pay Transparency beginning January 1, 2021.
  • City of New York City, New York, US, required Pay Transparency as of April 1, 2022
  • The US State of Washington requires Pay Transparency on or after January 1, 2023

Further, these two major jurisdictions have laws or regulations pending:

  • US State of New York has pending legislation, awaiting the Governor’s signature, that would have Pay Transparency required statewide after the implementation period ends.
  • The European Union published initial directives regarding Pay Transparency in 2021, updated these in April 2022, and may see them made into regulation or law in 2023.

For these reasons, we at Matador Jobs will be proactive in offering simple solutions for promoting pay transparency in jobs.

Status of Pay Transparency Improvements to Matador Jobs

As we are not even a month from the California Governor’s signature, we are in early stages of implementation but will commit to having a solution to our users by December 10, 2022.

We reached out to our partners at Bullhorn and are awaiting updates from the internal Product Team to understand what changes may be planned on the Bullhorn platform regarding Pay Transparency and what the timeline for those changes will be.

If changes at Bullhorn will be made in time, our approach at Matador Jobs will be to immediately implement the official Bullhorn changes and provide an update to our users with implementation documentation within two weeks.

If changes at Bullhorn appear to not be made in time for our December 10, 2022 goal and/or for the January 1, 2023 deadlines from Washington and California, our approach at Matador Jobs will be to implement a short-term stop-gap solution leveraging custom fields. We publish an update to our users with implementation documentation.

What You Can Do Now

As we determine our most efficient path forward, you can get your firm ready for these updates, especially if you offer positions in New York, California, Colorado, or Washington.

First all, we strongly recommend you evaluate any customer agreements you have in place that might prohibit your publishing of salary values. A common, popular feature of Matador’s is the ability for a firm to hide salary values. This may no longer be legal in your jurisdictions and if your customer agreements stipulate it you should immediately begin work on modifying those.

Then, for each of new role you post, it will be best practice to determine at that time a salary high and salary low amount is for the position. This will minimize the back-tracking you may need to do later this year. You may choose to input one of these values into the current salary field on the Bullhorn ATS while saving the other value in a spreadsheet or in a custom field in Bullhorn you’ve set up.

As we approach December and as work loads allow it, you or your team should revisit older open postings and collect and save salary low and salary high values.

Come December, our solution should be ready. It is likely whatever our solution ends up being there will be some time required to implement it. Set aside time in middle December 2022 to do that work, which may include minor updates to your website to display salary values and a step-by-step walk through open job orders to add min and max salary values.

We’ll Talk Soon

We will keep you all posted of changes to our software to get you ready for adherence to Salary Transparency Laws and Regulations come the new year. Whenever we post an update, we’ll update this post with a link to that update. Thank you for your patience while we work hard to get this done for you all!