[Real Life HR] Columbus Enacts New Pay Transparency Law

Q: We operate in Columbus and heard about a new pay transparency law. What exactly do we need to know, and what should we be doing to prepare?

A: Columbus has enacted a pay transparency ordinance that requires employers with 15 or more employees to include compensation information in all external job postings. While the law becomes effective December 3, 2025, the City of Columbus has stated that it does not plan to begin active enforcement until January 1, 2027. This gives organizations more than a year to update hiring practices and establish consistent pay-posting processes.

Under the law, a “job posting” is defined broadly. It includes any communication—online or printed—that advertises a specific open role and describes its duties or qualifications. This covers job board listings, your careers page, social media posts, recruitment emails, printed flyers, and more. Internal postings for promotions or transfers are excluded.

Job postings must include a reasonable salary range reflecting what the employer genuinely expects to pay for that role. This range should be based on clear factors such as:

• Your organization’s budget for the position

• The expected level of experience

• Columbus cost-of-living considerations

• Internal pay structures and comparable roles

If the employer intends to pay a fixed salary instead of a range, that exact amount must be included. Additional types of monetary compensation, such as commissions or bonuses, may also be disclosed.

The law also prohibits salary-history inquiries. Employers cannot ask candidates about previous pay, rely on past compensation when setting offers, or screen out applicants who decline to provide salary history information.

When enforcement begins in 2027, complaints will be handled through the City of Columbus—most likely via the Community Relations Commission or related fair employment resources.

What should you do now?

To prepare for full compliance, Columbus employers should:

• Audit current job postings to confirm salary ranges or fixed pay amounts are included.

• Update ATS and HR systems to ensure templates and workflows support pay-range requirements.

• Train hiring managers and recruiters on what constitutes a reasonable range and what salary-related questions are prohibited.

• Review internal pay practices to ensure consistency between posted ranges and actual compensation strategy.

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