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Columbus, Ohio, will mandate salary range disclosure in job postings for employers with 15 or more workers starting January 1, 2027. This new pay transparency ordinance aligns the city with a growing national trend aimed at promoting pay equity and empowering job seekers.
The ordinance applies to any business that employs 15 or more individuals within the city limits of Columbus. This threshold is a common benchmark in employment law, similar to those used in anti-discrimination regulations. Covered employers must begin including a salary range in their job postings by the 2027 effective date. It's crucial for multi-location businesses to assess their workforce count specifically within Columbus city boundaries to determine compliance.
Under the law, any posting for a specific open position must contain a "reasonable" salary range or pay scale. This requirement covers both electronic postings on job boards and printed advertisements. The key term, "reasonable salary range," is defined by factors such as the employer's budget, the expected experience level of applicants, the position's responsibilities, and market research on comparable roles.
| Factor Influencing Reasonable Range | Description |
|---|---|
| Employer Budget | The flexibility and constraints of the organization's financial planning. |
| Applicant Experience | The anticipated range of qualifications and years of experience among candidates. |
| Market Research | Data on salary benchmarks for similar positions in the industry and geographic area. |
The ordinance excludes postings that are duplicated without the employer's consent and those for internal promotions or transfers.
The Columbus ordinance provides guidance on what constitutes a reasonable range, preventing employers from posting overly broad bands like $40,000-$120,000 that offer little practical value. Based on our assessment experience, a reasonable range should genuinely reflect the expected pay for a qualified candidate. The city outlines several factors to consider, including the cost of living where the work will be performed and the potential for growth within the role. This approach aims to ensure the disclosed range is a useful tool for candidates.
Job applicants who believe a posting violates the ordinance can file a complaint with the Columbus Community Relations Commission. This body has the authority to investigate claims, issue civil penalties, and order other remedies to rectify the violation. For employers, proactive compliance is essential to avoid legal complications and potential reputational damage.
Columbus is the fourth city in Ohio to enact such a law, following Cincinnati, Toledo, and Cleveland. This move reflects a broader movement across the United States; currently, fifteen states and the District of Columbia have implemented pay transparency regulations. While the specifics vary, the common goal is to reduce pay disparities, particularly for women and minorities, by bringing salary information into the open early in the hiring process.
For employers, the key steps are to audit your workforce count in Columbus, review and standardize your compensation bands, and train your hiring teams on the new requirements well before the 2027 deadline. Understanding these obligations now allows for a smooth transition and demonstrates a commitment to equitable hiring practices.
