In April 2025, Cleveland City Council unanimously passed pay transparency legislation. Ordinance No. 104-2025 was signed into law by Mayor Justin Bibb, and it goes into effect October 27, 2025. It is published in Chapter 669 of the Cleveland codified ordinances and is available here: https://codelibrary.amlegal.com/codes/cleveland/latest/cleveland_oh/0-0-0-53442#JD_Chapter669
Under this law, employers in the City of Cleveland are required to include a reasonable salary range or scale in all job postings. Employers are prevented from requesting an applicant's previous compensation or salary history in the application process.
Cleveland joins several cities in Ohio including Toledo, Columbus and Cincinnati in requiring pay transparency.
Frequently Asked Questions
What is Pay Transparency?
Pay transparency is the practice of openly sharing compensation information. Pay transparency helps to address wage disparities and discrimination based on an individual's membership in a protected class such as race, gender, age, religion or disability.
What is required under the city of Cleveland’s Pay Transparency law?
Employers are required to provide the salary range or scale for employment in the notification, advertisement, or other formal posting that offers the opportunity to apply for employment.
What is prohibited under the Pay Transparency law?
During the hiring process, employers are prohibited from:
- inquiring about an applicant’s compensation history;
- screening an applicant based on their current or prior compensation;
- relying solely on an applicant’s compensation history in deciding whether to offer employment or determining compensation; and
- refusing to hire or otherwise retaliating against an applicant who refuses to disclose their compensation history.
Who must comply with the Pay Transparency law?
Private employers with at least 15 employees within the City of Cleveland must comply with this law.
Are there any exceptions to the Pay Transparency law?
The law does not apply to internal promotions or transfers, rehiring situations where salary history is known, or positions covered by collective bargaining agreements. It also excludes positions in federal, state, and local government, except for the City of Cleveland.
Who is responsible for enforcement?
The Fair Employment Wage Board (FEWB) is responsible for investigating complaints and imposing financial penalties.
What are the penalties for violating the pay transparency law?
Employers are given the opportunity to cure violations without penalty within 90 days of the FEWB determining a violation occurred. If the violation is not addressed through changes in policy and practice or by providing the FEWB with a credible plan to fix the violation, civil penalties will be assessed.
What financial penalties can be assessed for violations?
If a violation occurred and the complaint is not resolved within 90 days, a civil penalty will be assessed. These penalties range from up to $1,000 for first offenses to up to $5,000 for those with two or more past violations during the preceding 5 years. The FEWB is tasked with assessing the civil penalty.
What is the process for filing a complaint with the Fair Employment Wage Board?
A complaint can be filed within 180 days of the violation occurring.
The FEWB will review the complaint within 90 days.
What information is needed in the complaint?*
- Name of respondent (the employer and/or person alleged to violate the law)
- Address of respondent
- Other identifying information of respondent
- Description of the violation
- Documentation of the alleged violation, including but not limited to job application material or links to a website that Inquires about the Salary History of an Applicant, to the extent that such documentation is available.
- Optional: aggrieved party’s signature and identifying information, such as name, address, phone number, and email address.
*Please check back soon for an online complaint form and an email and mailing address for complaints.