Transparent Hiring and Compensation.

 

 

The purpose of this bill is to promote fairness, transparency, and accountability in the hiring process. By requiring

employers to publicly list salary ranges on all job postings and respond to applicants within a set timeframe of 30 days

after interviews or a job application, this bill ensures that job seekers have clear information about potential

employment and are not left uncertain or misled. This bill aims to reduce discriminatory practices, close information

gaps, and foster a more equitable job market for all applicants.

 

 

Many job seekers face uncertainty during the hiring process, including unclear or undisclosed salaries and a lack of

communication after interviews. This lack of transparency can lead to wasted time, financial insecurity, and unequal

opportunities, particularly for applicants from marginalized communities. By requiring all companies, instead of larger

ones that fit the threshold of 30 or more employees, to disclose salary ranges and provide timely responses of 30 days

after an interview or application, this bill increases fairness, reduces bias, and empowers applicants to make informed

decisions. Transparent hiring practices benefit both employees and employers by fostering trust, improving candidate

experience, and encouraging a competitive and equitable job market.

 

 

Job Posting: Any advertisement, listing, or announcement made by an employer for the purpose of recruiting employees,

including online listings, internal postings, and print advertisements.

Salary Range: The minimum and maximum amount of compensation that an employer is willing to pay for a particular role,

including base pay but excluding benefits unless otherwise specified.

Response Timeframe: The maximum period of time an employer is required to provide a decision or status update to an

applicant after an interview, as established by this bill.

 

 

This department of labor will be responsible for the costs associated with this bill.

 

Enforced by the Minnesota Department of Labor and Industry with penalties for Non-Compliance: First violation: Written

warning and requirement to correct the posting or communicate with the applicant, Second violation: Civil fine up to

$500 per violation.

Subsequent violations: Civil fines up to $5,000 per violation and probation period for hiring where all job postings

must be checked by the Minnesota Department of Labor in order to be posted.

 

 

This law will be sent in place and begin on January 1st, 2027.