Main Line: 479.443.2705
Fax Line: 479.443.2718
Email: info@rmp.law
Bentonville – 479-553-9800
Jonesboro – 870-394-5200
Little Rock – 501-954-9000
Main Line: 479.443.2705
Fax Line: 479.443.2718
Email: info@rmp.law
Bentonville – 479-553-9800
Jonesboro – 870-394-5200
Little Rock – 501-954-9000
Discover how the 2024 pay transparency laws impact Arkansas employers and workers. Learn about compliance requirements, potential challenges, and how these changes can shape the future of workplace equity.
On Tuesday, the Federal Trade Commission issued a new Rule putting an end to employment-related non-compete clauses. In its justification for the rule, the FTC called non-compete clauses “an unfair method of competition” and stated it is a “violation for [employers] to… enter into non-compete clauses (“non-competes”) with workers.” In today’s very competitive labor market, the new FTC Rule creates a significant disruption for employers.
This new FTC provision—set to take effect in 120 days—renders existing non-compete agreements unenforceable. Existing non-compete agreements with senior executives will remain enforceable, although employers cannot require newly hired senior executives to sign such an agreement.
After the Rule takes effect, employers are required to deliver personal notice to employees (past and present) who signed a non-compete agreement informing them agreements are no longer enforceable. In the notice, employers must inform employees they are free to accept any job or start any business, even if it is directly competitive with the employer.
Compliance with the FTC Rule is not optional. Employers should consider new ways they can protect against a former employee gaining a competitive advantage by using the employer- provided training, the relationships made possible by the employer, or the confidential information learned from the employer. RMP can assist you in navigating this disruption and can provide advice on how to most effectively protect your vital business interests going forward.
RMP Attorneys At Law has an experienced Employment Law Attorney team dedicated to helping you navigate these changes. If you have any questions or would like guidance, reach out to one of our employment attorneys, Tim Hutchinson, Seth Haines, Larry McCredy, or Taylor Baltz or call 479.443.2705.
Pay transparency is no longer just a corporate buzzword or an HR trend. In 2024, it has evolved into a regulatory standard in many parts of the United States, reshaping how employers communicate salaries and how employees advocate for equitable pay. This change is driven by new laws to close wage gaps, increase compensation fairness, and foster inclusive work environments.
If you're an employer operating in multiple states, understanding pay transparency laws in 2024 is crucial. This guide explores the latest developments, the potential impact on Arkansas businesses, and steps organizations can take to stay compliant and competitive.
Pay transparency refers to the practice of openly sharing compensation information. This can range from disclosing salary ranges in job postings to allowing employees to discuss their wages without fear of retaliation. The purported goals of pay transparency are to:
As of 2024, over a dozen states and municipalities have enacted pay transparency legislation, including:
These laws vary but often include provisions such as:
These regulations are part of a broader shift toward workplace accountability and transparency. The Equal Pay Act and Title VII of the Civil Rights Act already prohibit discriminatory pay practices, and these new laws build upon that foundation.
As of now, Arkansas has not enacted a statewide pay transparency law. However, this doesn't mean Arkansas employers are unaffected.
Multistate Employers Must Comply:
If your company is hiring for remote roles or operates in states like California or New York, your job listings may need to include salary ranges for those states.
Competitive Hiring Pressure:
Out-of-state job seekers increasingly expect transparency regardless of legal requirements. Arkansas businesses that withhold salary ranges may struggle to attract out-of-state talent.
Federal Labor Protections Apply:
Under the National Labor Relations Act (NLRA), employees nationwide (including in Arkansas) have the right to discuss wages.
Anticipating Future Legislation:
While Arkansas is historically an employer friendly state, trends suggest that more states will adopt transparency laws. Being proactive can prepare businesses for eventual compliance.
Main RMP Number: 479-443-2705
Bentonville – 479-553-9800
Jonesboro – 870-394-5200
Little Rock – 501-954-9000
Salary Range Disclosure
Many new laws require employers to include a salary range in job postings or to provide one during the hiring process.
Some states mandate that companies submit data on compensation, including breakdowns by gender, race, or job category.
These laws reinforce the right of employees to talk about their pay without fear of punishment, which is also protected under federal law.
Certain jurisdictions require employers to conduct internal audits to identify and address pay disparities.
For employers and employees alike, transparency can have significant advantages:
Even without a legal mandate, Arkansas employers may choose to adopt transparent pay practices. Here's how:
While Arkansas has yet to pass specific legislation, national momentum and advocacy efforts suggest that more states—including potentially Arkansas—will move in this direction. Forward-thinking employers can get ahead by integrating transparency into their core values now.
Whether through voluntary disclosure or preparing for multistate compliance, embracing pay transparency can lead to better hiring outcomes, stronger employee relations, and a more resilient business.
Take the first step toward a more transparent and resilient workforce. Contact RMP today to ensure your business is prepared to navigate the evolving landscape of pay transparency.
Main RMP Number: 479-443-2705
Pay transparency is no longer just a corporate buzzword or an HR trend. In 2024, it has evolved into a regulatory standard in many parts of the United States, reshaping how employers communicate salaries and how employees advocate for equitable pay. This change is driven by new laws to close wage gaps, increase compensation fairness, and foster inclusive work environments.
If you're an employer operating in multiple states, understanding pay transparency laws in 2024 is crucial. This guide explores the latest developments, the potential impact on Arkansas businesses, and steps organizations can take to stay compliant and competitive.
Pay transparency refers to the practice of openly sharing compensation information. This can range from disclosing salary ranges in job postings to allowing employees to discuss their wages without fear of retaliation. The purported goals of pay transparency are to:
As of 2024, over a dozen states and municipalities have enacted pay transparency legislation, including:
These laws vary but often include provisions such as:
These regulations are part of a broader shift toward workplace accountability and transparency. The Equal Pay Act and Title VII of the Civil Rights Act already prohibit discriminatory pay practices, and these new laws build upon that foundation.
As of now, Arkansas has not enacted a statewide pay transparency law. However, this doesn't mean Arkansas employers are unaffected.
Multistate Employers Must Comply:
If your company is hiring for remote roles or operates in states like California or New York, your job listings may need to include salary ranges for those states.
Competitive Hiring Pressure:
Out-of-state job seekers increasingly expect transparency regardless of legal requirements. Arkansas businesses that withhold salary ranges may struggle to attract out-of-state talent.
Federal Labor Protections Apply:
Under the National Labor Relations Act (NLRA), employees nationwide (including in Arkansas) have the right to discuss wages.
Anticipating Future Legislation:
While Arkansas is historically an employer friendly state, trends suggest that more states will adopt transparency laws. Being proactive can prepare businesses for eventual compliance.
Main RMP Number: 479-443-2705
Bentonville – 479-553-9800
Jonesboro – 870-394-5200
Little Rock – 501-954-9000
Salary Range Disclosure
Many new laws require employers to include a salary range in job postings or to provide one during the hiring process.
Some states mandate that companies submit data on compensation, including breakdowns by gender, race, or job category.
These laws reinforce the right of employees to talk about their pay without fear of punishment, which is also protected under federal law.
Certain jurisdictions require employers to conduct internal audits to identify and address pay disparities.
For employers and employees alike, transparency can have significant advantages:
Even without a legal mandate, Arkansas employers may choose to adopt transparent pay practices. Here's how:
While Arkansas has yet to pass specific legislation, national momentum and advocacy efforts suggest that more states—including potentially Arkansas—will move in this direction. Forward-thinking employers can get ahead by integrating transparency into their core values now.
Whether through voluntary disclosure or preparing for multistate compliance, embracing pay transparency can lead to better hiring outcomes, stronger employee relations, and a more resilient business.
Take the first step toward a more transparent and resilient workforce. Contact RMP today to ensure your business is prepared to navigate the evolving landscape of pay transparency.
Main RMP Number: 479-443-2705
Main Line: 479.443.2705
Fax Line: 479.443.2718
Email: info@rmp.law
Bentonville – 479-553-9800
Jonesboro – 870-394-5200
Little Rock – 501-954-9000
JOHNSON
5519 Hackett Street, Suite 300
Springdale, AR 72762
BENTONVILLE
809 SW A Street, Suite 105
Bentonville, AR 72712
JONESBORO
710 Windover Road, Suite B
Jonesboro, AR 72401
LITTLE ROCK
11601 Pleasant Ridge, #301,
Little Rock, AR 72212