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Nov 04
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Title slide for the Warren Whitney Pay Transparency in Practice virtual HR roundtable

Pay Transparency in Practice | A Virtual HR Roundtable

By Blog, Human Resources, Strategy, Videos

Virginia Pay Transparency: What Happens After You Post the Range?

Publishing a salary range helps candidates decide whether a role meets their expectations. It also gives current employees new information about how their organization pays people.

At Warren Whitney’s November 4, 2026 virtual HR roundtable, “Pay Transparency in Practice,” participants discussed what happens next: questions about internal equity, retention concerns, and conversations managers may not feel prepared to handle.

A recurring theme was that employers see value in pay transparency, but their compensation practices and communication need to support the ranges they publish.

Watch Pay Transparency in Practice

Watch the webinar recording for a discussion of salary range disclosure, compensation decisions, and preparing managers for questions from candidates and employees.

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Aug 25
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A manager having a one-on-one conversation with an employee, illustrating the kind of pay-related question managers face after a salary range is posted.

How to Prepare Managers for Pay Transparency Conversations

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

How to Prepare Managers for Pay Transparency Conversations

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re asking “what should managers know before pay transparency questions start” or “how do I train managers to talk about salary ranges,” here’s the short answer: give managers five specific pieces of information before any range goes public; how it was set, where each employee currently falls in it, what to say if someone feels underpaid, how employees move through the range, and exactly when to bring in HR. Without that, managers either freeze or improvise, and improvised answers are what damage trust.

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Aug 17
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A simple bar chart showing a current employee at $58,000 positioned near the bottom of a posted salary range of $55,000 to $75,000, illustrating salary compression.

Salary Compression: What It Is and How Pay Transparency Reveals It

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

Salary Compression: What It Is and How Pay Transparency Reveals It

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re interested in “what is salary compression” or “why does pay transparency cause pay compression,” here’s the direct answer: salary compression happens when a new hire’s pay is close to, equal to, or higher than a current employee’s pay in the same or a similar role and pay transparency laws like Virginia’s HB 636 tend to expose it, because the range is now visible to everyone, not just HR.

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Aug 14
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Timeline graphic showing HB 636 enacted April 22, 2026 and effective July 1, 2026, with key compliance dates for Virginia employers.

Virginia Pay Transparency Law (HB 636): What Employers Need to Know Before They Post a Job

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

Virginia Pay Transparency Law (HB 636): What Employers Need to Know Before They Post a Job

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re interested in “do I have to post a salary range in Virginia” or “what does HB 636 require,” here’s the direct answer: yes. As of July 1, 2026, Virginia employers must include a good-faith wage or salary range in every public and internal posting for a job, promotion, transfer, or other employment opportunity. The law also bars employers from asking candidates about their salary history. There is no employer-size threshold; the law applies regardless of how many people you employ.

That’s the short version. The rest of this post covers what the law actually requires, what happens if you don’t comply, and, because a compliant posting is only the first step, what to think about before that range goes live.

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Aug 05
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Leader helping a team navigate uncertainty and workplace disagreement

The Challenges of Leadership in Unsettled Times

By Business Consulting, Family Businesses, Human Resources, Newsletters, Nonprofit, Privately Held, Strategy
Top of Mind

The Challenges of Leadership in Unsettled Times

Written By: Tom Prest | Director | Warren Whitney

Learn More About Tom Here

The Challenges of Leadership in Unsettled Times

These days, it feels like the world’s problems walk into work with our staff. Economic anxiety, social tension, and political polarization show up in conversations, social media posts, and in the way people interact or avoid each other.

As leaders, the task is hard: provide stability without pretending everything is fine, and create unity when people genuinely disagree. In unsettled times, the real work of leadership is to lead with clarity, empathy, care, and vision as well as to help teams find common ground even when that proves difficult.

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Aug 04
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A diverse team collaborating around a table despite differing viewpoints, representing common ground and unity at work.

Finding Common Ground With a Divided Team | Warren Whitney

By Blog, Human Resources, Strategy

Finding Common Ground: How Leaders Build Unity Without Forcing Agreement

By Tom Prest, Director, Warren Whitney

If you’re leading a team where people genuinely see things differently, politically, socially, or just about how work should get done, and you’re not sure how to hold the group together without pretending the differences don’t exist, you’re in the right place.

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Jul 23
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A leader outlining team priorities and expectations on a whiteboard during a meeting, representing leadership clarity.

How to Lead With Clarity When Everything Feels Uncertain | Warren Whitney

By Blog, Human Resources, Strategy

How to Lead With Clarity When Everything Feels Uncertain

By Tom Prest, Director, Warren Whitney

If you’re a leader wondering why your team seems more anxious or scattered than the workload alone would explain, the missing piece is usually clarity, not more meetings, not more perks, just clarity. You’re in the right place if you’re trying to figure out what to actually say and do about it.

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Jul 14
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HR consultant discussing Virginia pay transparency law and salary range requirements for employers.

Pay Transparency Is Not Just About the Range

By Business Consulting, Family Businesses, Human Resources, Newsletters, Nonprofit, Privately Held, Strategy
New Law

“Pay Transparency Is Not Just About the Range”

Written By: Janet Duncan | Human Resources Director | Warren Whitney

Learn More About Janet Here

Read Our Virginia Pay Transparency Compliance Guide Here

Pay transparency is now in effect in Virginia.

Virginia’s new pay transparency law is about more than adding salary ranges to job postings. Employers should review their compensation strategy, internal pay equity, manager training, and hiring practices before posting a single job. Otherwise, public salary ranges can expose inconsistencies that affect recruiting, employee trust, and retention.

Under HB 636, Virginia employers must include a good-faith wage or salary range in public and internal postings for jobs, promotions, transfers, and other employment opportunities. The law also limits the use of salary history in hiring and pay decisions.

Many employers are starting with the posting. What range do we need to list? How wide should it be? Where should it go? Those questions matter, but they are not the only ones you should be asking.

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Jun 11
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Warren Whitney HR consultant reviewing the Moving Toward Equity 2026 compensation report with a nonprofit executive director in Richmond Virginia.

What You Need to Know About the Virginia Pay Transparency Law 2026: Compliance Guide & Nonprofit Salary Benchmarking

By Blog, Client, Human Resources

Are You Prepared for What’s Coming?

If you’re an HR manager, executive director, or people manager at a Virginia nonprofit or privately held organization, you’re in the right place. This post covers two of the most pressing topics for Virginia employers right now: the wave of employment law changes taking effect in 2026, and what the Moving Toward Equity 2026 Compensation, Benefits & Work Culture Report tells us about how RVA nonprofits can stay competitive in a constrained market.

The short answer is that Virginia employers must post salary ranges in all job listings, stop asking candidates about pay history, and begin planning for mandatory paid sick leave and paid family and medical leave programs, all taking effect in 2026.

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