Pay Equity Policy for U.S.-Based Engagements

 

In an effort to address the issue of pay inequality for women and minorities, a number of state and local jurisdictions have enacted legislation barring the use of historical compensation information during the hiring process. The first of these laws is scheduled to go into effect in New York City on October 31, 2017, with California following close behind with a similar law, effective January 1, 2018. Additionally, a number of other jurisdictions such as Massachusetts, Delaware, New Jersey, Philadelphia, San Francisco and Puerto Rico have implemented or are considering similar laws.

In order to comply with these new laws, Heidrick & Struggles has implemented a new nationwide policy for our search assignments so that we will no longer ask for or use candidates’ historical compensation information.

However, if both the position for a particular engagement and the client are based in a jurisdiction that has no legislative or regulatory restrictions prohibiting inquiries regarding compensation history, the client may elect to opt-out of the firm’s nationwide policy.

What you need to know about the NYC legislation and our policy:

Dos & Don'ts

• Questions about salary/compensation history from prospects and candidates;
• Questions asking prospects or candidates to complete or turn over compensation documentation;
• Follow-up or pointed salary history questions if a candidate knowingly and willingly volunteers their salary history;
• Questions regarding a candidate’s leave behind compensation (e.g., compensation earned or awarded but not yet paid or vested) to screen candidates or set compensation for the role; or
• Using legally obtained salary history to set wages or make employment decisions.

• Questions about the candidate’s expectations or requirements for salary, benefits, bonus or commission structure;
• Questions about unvested equity or deferred compensation that the candidate would forfeit or have cancelled in connection with the candidate’s resignation from the candidate’s current employer;
• Questions about competing offers and the candidate’s expectations for a competitive offer, excluding any current compensation information;
• Questions about objective indicators of the candidate’s work productivity in their current or prior jobs, such as revenue, sales, production reports, profits generated or books of business; or
• Questions about work history, responsibilities, education, and achievements.

Frequently Asked Questions