While a majority of companies already share salary range information with employees, many share the information only upon request.
As pay transparency laws come into effect this year in five additional U.S. states (Illinois, Massachusetts, Minnesota, New Jersey and Vermont), more companies must come to terms with the implications of publicly posting pay ranges for open positions. In the EU, member states are required to adopt into national law the EU Pay Transparency Directive by June 2026. Many organizations view preparing for compliance with these transparency laws as the time to build resilient, well-communicated and equitable pay programs for all employees.
Even in locations not affected by legislation, more companies are adopting a compensation strategy to withstand transparency, i.e. one that is fair, clear and aligned with market standards. In fact, among companies that operate in U.S. states with and without pay transparency laws, a majority (65%) are implementing transparent pay practices in the states with and without pay transparency laws, according to the latest Croner Interim Survey: 2025 Pay Transparency Practices.
Pay transparency laws typically focus on publishing the hiring range of pay which the organization reasonably expects to pay for the role as defined. Some rules also permit an employee to have visibility into one’s own salary range. A key finding in the Croner Survey is a majority of companies (61%) share salary range / band information with their employees. Yet, while the approach may comply with the letter of the law, transparency is clearly still a work in progress. When salary range information is shared with employees, a majority (69%) share the information only upon request.
Post compliance, some organizations are moving to “pay transparency 2.0” by going beyond regulatory requirements and strengthening systems that support pay transparency and education.
Companies are currently focusing on training programs for management. Approximately half of companies offer formal training on pay transparency to all or selected management. When formal training is offered to management, most provide training on program features and administration. While still a majority, fewer provide training on detailed information informing the program design, e.g., market data, technical infrastructure or regulations informing pay transparency requirements.
Only a limited number of companies (22%) offer formal training on pay transparency to staff. When formal training is offered to staff, a majority provide training on philosophy and mechanics of salary and bonus and do not include detailed information informing program design, e.g., market data, technical infrastructure or regulations informing pay transparency requirements. However, the trend is toward more education. A majority of these companies (61%) have increased training in the past two years.
Hali Croner, CEO of The Croner Company, suggests the trend toward education and communication can shift the focus of conversations between manager and employee. “Once companies have established the building blocks of a transparent pay program, and communicates them, the manager and employee conversation shifts from ‘why am I paid this way’ to ‘what do I need to do to move up to get more pay’. The conversation shifts to be about performance.”
Regardless of whether pay transparency regulations are on the horizon for your state or country, the trend toward greater transparency is clear. Now is the time to start preparing if you haven’t already. Transparency 1.0 focuses on identifying similar jobs, defining salary ranges, and ensuring fair pay. Transparency 2.0 goes further, emphasizing clear training and communication with employees.
The Croner Company has the expertise to help companies in all stages of the pay transparency journey.
The Croner Interim Survey 2025 Pay Transparency Practices was conducted by the Croner Company in February 2025 and includes responses from one hundred and five companies in the media and entertainment industry.
To learn more about The Croner Company’s Pay Transparency capabilities, please contact Lisa Dyakovski, Senior Consultant at the Croner Company, at (415) 485-5516 or lisa@croner.com.
For more information about The Croner Company’s compensation surveys, please contact Laurie Krashanoff, Manager, Account Relations, at +(415) 485-5521 or laurie@croner.com.
Follow this link to find out more about The Croner Company’s compensation surveys.