Why you should care about pay transparency

It’s the law in some cases, but compliance is only the beginning. Adopting pay transparency may also help you improve pay equity, build trust with your employees and establish yourself as an employer of choice.

Pay Transparency hero

Take the guesswork out of pay transparency prep


You asked and we answered. Find out how we responded to some of the most common questions about pay transparency.

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Pay transparency checklist

Use our checklist to ensure you cover the most important criteria when preparing for pay transparency.

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Pay transparency resources and best practices

Understand the concepts, laws and expectations.


Pay Equity & Pay Transparency — Unscrambling the Jargon


Pay Transparency Compliance: Strategic & Practical Considerations


ADPRI: What is the Truth About Pay?


Pay Transparency — Managing the Impact to Your People


Pay Equity Category Guide


How People Analytics Can Improve Pay Equity


Advance pay transparency with people analytics

We get it – not everyone’s compensation structure is ready for prime time. Before you publicly reveal pay or pay ranges, you may need to consult counsel and conduct a pay audit with pre-defined goals. That way you can determine if you’re paying people at market value and address potential pay inequality.

ADP’s people analytics can help you quantify pay gaps by gender, race and ethnicity, and estimate the costs to close them. Included benchmark data allows you to compare compensation by industry or geographic region and establish competitive pay ranges.

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Further streamline compensation planning

Make more informed, equitable decisions about compensation while minimizing the need for HR assistance. With ADP’s compensation management, you’ll have instant access to modeling tools, interactive worksheets and data, including pre-defined guidelines, salary ranges and more. You can even make ad hoc changes to compensation and effective dates via a self-service tool.

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