Yes, there are now many jurisdictions with similar laws, including laws prohibiting asking for prior pay data, requiring salary transparency, and focusing on pay equity data. A few examples are California, New York, Minnesota, Oregon, Washington, and Puerto Rico, although there are others as well. The EEOC is also devoting more attention to pay equity. And, of course, OFCCP has pay equity and pay transparency obligations as well for all federal contractors. It is worth checking in every jurisdiction that you do business.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.