{"id":2647,"date":"2019-08-23T11:17:45","date_gmt":"2019-08-23T16:17:45","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=2647"},"modified":"2019-08-29T11:04:59","modified_gmt":"2019-08-29T16:04:59","slug":"salary-history-ban-expands-to-illinois-employers","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2019\/08\/23\/salary-history-ban-expands-to-illinois-employers\/","title":{"rendered":"Salary History Ban Expands to Illinois Employers"},"content":{"rendered":"

Employment expert explains why Illinois employees can\u2019t be asked about their past salaries any longer<\/em><\/p>\n

\"Salary\"Employers in Illinois will be required to make changes to their hiring practices in the near future. Starting September 29th<\/a>, it will become illegal for employers to ask prospective employees to share their salary history.<\/p>\n

\u201cCurrently, 17 states and 19 localities have banned questions about salary history during the application process, and Illinois will be joining these ranks shortly. Several states like Alabama have banned these application questions for all potential employees, and other states like California go so far as to require employers to provide pay scale information if employees request it,\u201d says Rob Wilson, employment trends expert and President of Employco USA.<\/p>\n

Wilson says that many experts agree that salary history questions can lead to income inequality for women and minorities.<\/p>\n

\u201cThe belief is that inquiring about salary history can create a vicious cycle in which women are paid less presently and in the future, simply because they were paid less in the past,\u201d explains Wilson. \u201cConcerned civil rights activists point to the fact that women are offered less when compared to similarly trained and educated males, even when these interviewees are coming right out of college.\u201d<\/p>\n

So, what should employers consider moving forward?<\/p>\n

<\/p>\n

\u201cYou need to update your interview materials across your organization and make sure that hiring managers know which questions will be off the table in the near future,\u201d says Wilson. \u201cThis is especially important if you have locations in different states, as each area has different laws regarding what can and cannot be asked in a job interview.\u201d<\/p>\n

Wilson also says that it is important to stay abreast of salary comps for each particular position in your company, including how that changes based on an applicant\u2019s education and experience.<\/p>\n

\u201cThat is why working with an employment solutions firm like Employco can be so invaluable, as we have information like this at our fingertips and can easily calculate fair salaries in every industry,\u201d says Wilson. \u201cIt takes the stress and guesswork out of salary decisions for employers, both when they are hiring new applicants and when they are determining raises and bonuses.\u201d<\/p>\n

Here, the employment expert also shares the below tips for employers who are seeking new methods for navigating salary concerns:<\/p>\n