Columbus has officially joined the growing list of U.S. cities advancing pay equity. On November 3, 2025, City Council passed Ordinance 2898-2025, requiring employers to include salary ranges in job postings starting January 1, 2027. This expansion of the 2023 salary history ban positions Columbus as a regional leader in pay transparency reform, aligning with Cincinnati, Toledo, and Cleveland. Employers now have just over a year to review pay structures and job descriptions to ensure compliance.
How Does The Columbus Pay Transparency Law Work?
Under the new Columbus salary range law, employers with 15 or more employees must list a “reasonable salary range or scale” in every job posting. “Reasonable” is defined by clear, practical factors such as experience, job duties, cost of living, and comparable market rates. The ordinance applies to all jobs performed within Columbus city limits—even if the employer’s headquarters are elsewhere. Failure to include compliant ranges could trigger penalties under the city’s Community Relations Commission enforcement.
What Is Already Required Under Columbus’s Salary History Ban?
Since March 1, 2024, Columbus employers have been prohibited from asking candidates about salary history or using past pay to determine compensation. The salary history ordinance also bans retaliation against applicants who refuse to disclose prior earnings. Ordinance 2898-2025 builds on this foundation by shifting from reactive pay equity to proactive pay transparency—ensuring applicants have upfront insight into what a job pays before they apply.
How Can Employers Prepare For The Columbus Salary Range Mandate?
Now is the time for HR teams to audit pay bands, align compensation policies, and train recruiters on transparent communication. Employers should also benchmark pay using reliable labor market data and document how salary ranges are determined. As pay transparency becomes the norm, companies that adapt early will not only avoid compliance risks but also strengthen their employer brand, attract top talent, and build trust with job seekers.
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