In recent years, salary transparency has emerged as a hot topic across the United States, with states like Nevada leading the charge to reshape how employers disclose compensation.
Nevada’s pay transparency law, enacted as part of a broader movement toward workplace equity, mandates that employers provide salary ranges to job applicants and employees under specific conditions.
This shift has sparked conversations about fairness, economic empowerment, and the evolving employer-employee dynamic.
In this article, we’ll explore the intricacies of salary transparency in Nevada, its legal framework, its effects on workers and businesses, and what lies ahead for this progressive policy.
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| Image: Salary Transparency (Generated by ChatGPT) |
What Is Salary Transparency, and Why Does It Matter?
Salary transparency refers to the practice of openly sharing compensation details—such as pay ranges or specific salaries—with job applicants, employees, or even the public.
Historically, wages have been shrouded in secrecy, often leaving workers in the dark about whether they’re being paid fairly compared to their peers.
This opacity has contributed to wage gaps based on gender, race, and other factors, perpetuating inequality in the workplace.
Nevada’s push for salary transparency aims to dismantle these barriers by empowering workers with information. When employees and job seekers know what a role pays, they can negotiate better, hold employers accountable, and make informed career decisions.
For businesses, transparency can foster trust, attract talent, and reduce turnover. But how exactly does this work in Nevada, and what sets its approach apart?
Nevada’s Salary Transparency Law: The Legal Framework
Nevada’s pay transparency requirements stem from Assembly Bill 209 (AB 209), signed into law by Governor Steve Sisolak on June 2, 2021, and effective as of October 1, 2021. This legislation amended the state’s existing labor laws to include provisions for salary disclosure, aligning Nevada with a handful of other states like Connecticut, Rhode Island, and Colorado in the pursuit of pay equity.
Under AB 209, Nevada employers must provide a salary or wage range to job applicants after an initial interview, even if the applicant doesn’t request it.
The law also extends this requirement to current employees who apply for a promotion or transfer within the organization. Specifically, the statute applies to employers with 15 or more employees operating in Nevada, though it exempts temporary, seasonal, or on-call positions.
Here’s a breakdown of the key provisions:
- Post-Interview Disclosure: Employers must share the minimum and maximum pay for a position after the first interview, ensuring applicants have a clear picture before moving forward in the hiring process.
- Internal Mobility: Employees seeking a promotion or lateral move within the company are entitled to the same transparency, leveling the playing field for internal candidates.
- No Retaliation: Employers are prohibited from retaliating against workers or applicants who request salary information or exercise their rights under the law.
- Enforcement: Complaints can be filed with the Nevada Labor Commissioner, who has the authority to investigate violations and impose penalties.
Unlike Colorado, which requires salary ranges to be included in job postings upfront, Nevada’s law takes a slightly less proactive approach by tying disclosure to the interview stage. This distinction reflects a balance between transparency and employer flexibility, though it has sparked debate about whether Nevada’s law goes far enough.
The Context: Why Nevada Adopted Salary Transparency
To understand Nevada’s move toward salary transparency, it’s worth examining the state’s economic and social landscape. Nevada’s economy relies heavily on tourism, hospitality, and gaming, industries known for low-wage jobs and high turnover.
According to the U.S. Bureau of Labor Statistics, the average annual wage in Nevada was $54,340 in 2023, slightly below the national average. Meanwhile, women in Nevada earn approximately 83 cents for every dollar earned by men, highlighting a persistent gender pay gap.
Advocates for AB 209 argued that transparency could address these disparities by giving workers—particularly in undervalued sectors—leverage to demand fair pay. The law also aligns with broader national trends.
By 2021, when Nevada passed its legislation, states like California and New York had already implemented pay equity measures, setting a precedent for others to follow. Nevada’s lawmakers saw an opportunity to modernize labor practices and position the state as a leader in workplace fairness.
The Impact on Workers
For Nevada’s workforce, salary transparency has been a game-changer. Job seekers now enter interviews armed with the expectation that pay details will be forthcoming, reducing the guesswork that often accompanies salary negotiations. This is especially beneficial for historically disadvantaged groups, such as women and minorities, who may lack the insider knowledge or confidence to negotiate aggressively.
Take, for example, a hospitality worker applying for a supervisory role at a Las Vegas casino. Before AB 209, they might have accepted an offer without knowing whether it aligned with industry standards. Now, after an initial interview, they’ll receive a clear salary range—say, $45,000 to $55,000 annually—allowing them to assess whether the role meets their financial needs or negotiate within that range.
The law also empowers existing employees. A retail worker in Reno seeking a promotion can request the pay range for a managerial position, ensuring they’re not undervalued compared to external hires. This transparency reduces the risk of “pay compression,” where new hires earn more than loyal employees due to opaque compensation practices.
However, the law isn’t without limitations. Because disclosure occurs after an interview, applicants must still invest time and effort without guaranteed upfront clarity. Critics argue this puts Nevada behind states like Colorado, where salary ranges are public from the outset.
According to Nikita Sherbina, Co-Founder and CEO of AIScreen, Salary transparency in Nevada has proven to be a double-edged sword. On one hand, it can build trust and foster more equitable pay practices by allowing job seekers to make more informed decisions.
On the other hand, it can present challenges for employers in terms of managing internal equity and budget allocation. It is important to have open conversations with both current employees and candidates, ensuring transparency doesn’t inadvertently create division or frustration. Clear communication and fair pay practices are key to making salary transparency work.
Then we have interviewed also Abhishekh Shah, Proud Founder of Testlify. He said - the biggest advantage of Nevada’s salary transparency laws is the shift toward fairness and trust in the workplace. At our company, we’ve always believed that transparency is key to building a strong employer brand and fostering employee loyalty.
When we started sharing salary ranges openly, it wasn’t just about compliance; it was about showing candidates and employees that we value honesty and equity. For example, during recruitment, we began including clear salary ranges in job postings and explaining how we determine compensation based on role, experience, and market data. This not only attracted more qualified candidates but also reduced the back-and-forth negotiations that often slow down the hiring process.
Over time, this practice became a cornerstone of our culture. Employees appreciated the openness, and it sparked meaningful conversations about career growth and pay equity. For job seekers, it eliminated the guesswork and allowed them to make informed decisions about their careers.
However, transparency also pushed us to ensure our pay practices were fair and competitive. We conducted regular pay audits, addressed disparities, and trained managers to have candid conversations about compensation. This cultural shift led to higher trust, stronger engagement, and a shared sense of fairness across the organization. Salary transparency isn’t just a legal requirement; it’s a powerful tool for building a motivated and loyal workforce.
Financer.com (Founder) interview about Salary Transparency in Nevada
How Nevada's Salary Transparency Laws Change Everything
The Employer Perspective
For Nevada businesses, salary transparency presents both opportunities and challenges. On the positive side, companies that embrace the law can differentiate themselves in a competitive labor market. With unemployment in Nevada hovering around 4.5% in early 2025 (based on historical trends and economic recovery projections), attracting skilled workers remains a priority. Transparent pay practices signal fairness and can boost a company’s reputation, especially among younger workers who value openness.
Small businesses, however, face hurdles. Determining a salary range requires market research and internal alignment, which can strain resources for employers with fewer than 50 employees. Some argue that mandating disclosure after an interview—rather than in job postings—adds an administrative step without fully leveling the playing field for applicants.
Compliance is another concern. The Nevada Labor Commissioner’s office has reported a modest uptick in complaints since the law took effect, though exact figures for 2025 are not yet available. Penalties for noncompliance can include fines, but enforcement relies heavily on workers knowing their rights and filing grievances—a process that may intimidate some.
Broader Implications: Pay Equity and Beyond
Salary transparency in Nevada isn’t just about individual paychecks; it’s a stepping stone toward systemic change. Research from the American Association of University Women (AAUW) shows that states with transparency laws see narrower gender pay gaps over time. By making compensation visible, Nevada’s law exposes discrepancies that might otherwise go unnoticed, pressuring employers to justify their pay structures.
The policy also intersects with Nevada’s Equal Pay Act, which prohibits wage discrimination based on sex. Together, these laws create a framework for accountability, though advocates note that enforcement and cultural shifts are critical to their success.
Beyond equity, transparency influences workplace culture. Employees who feel fairly compensated are more engaged and less likely to leave, reducing turnover costs. A 2023 study by PayScale found that organizations with transparent pay practices reported 20% higher employee satisfaction—a statistic Nevada businesses can’t afford to ignore in a service-driven economy.
Challenges and Criticisms
Despite its promise, Nevada’s salary transparency law isn’t perfect. One critique is its timing: requiring disclosure after an interview rather than in job postings. This approach contrasts with Colorado’s model, which has been praised for maximizing applicant awareness. Workers in Nevada may still waste time applying to roles that don’t meet their salary expectations, a frustration voiced in online forums and posts found on X.
Another challenge is enforcement. The Nevada Labor Commissioner’s office lacks the resources to proactively audit employers, relying instead on complaints. This reactive approach may limit the law’s impact, especially for workers hesitant to report violations.
Finally, some employers worry about competitive disadvantage. If a Nevada company discloses a lower salary range than a competitor in a state without transparency laws, it could lose talent. This concern is particularly acute in industries like tech, where remote work blurs geographic boundaries.
The Future of Salary Transparency in Nevada
As of February 28, 2025, Nevada’s salary transparency law is still evolving. Lawmakers have hinted at potential updates, such as requiring pay ranges in job postings or expanding the law to cover smaller businesses. These changes would bring Nevada closer to national leaders like California, which implemented a robust pay transparency law in 2023 affecting employers with 15 or more workers.
Nationally, the trend is clear: more states are adopting transparency measures. By 2025, at least 10 states have some form of salary disclosure requirement, and federal legislation remains a possibility. Nevada’s experience could inform these efforts, offering lessons on balancing worker rights with business realities.
For now, the law’s success hinges on awareness and enforcement. Workers must know their rights, and employers must adapt to a new era of openness. As Nevada navigates this transition, its experiment with salary transparency could redefine fairness in the Silver State—and beyond.
Final Thoughts
Salary transparency in Nevada marks a bold step toward workplace equity, empowering job seekers and employees with critical information. While the law has its flaws—namely its post-interview timing and enforcement gaps—it’s a foundation for progress.
For workers, it’s a tool to demand fair pay; for employers, it’s a chance to build trust and attract talent. As the state refines its approach, salary transparency could become a cornerstone of Nevada’s economic future, proving that openness isn’t just good ethics—it’s good business.
