I would be highly surprised if in any given startup in the first 24 months they were not at least in breach of several laws, especially in the HR domain. Usually this gets fixed during the first fundraising (during legal DD and for a regulated industry compliance review) but your average 3 people in a room start-up trying to get a product out the door will inevitably make mistakes like these - and worse. The GDPR is an easy one to mess up on, local employment law, employment contracts, especially when hiring people remote can be super tricky and if you are in a regulated industry my advice would be to hire a part time compliance officer (and probably an HR professional as well) as soon as you can afford it, it will save a whole raft of problems later on.
Regulators are usually more than willing to work with such young companies to get them to become compliant, rather than to throw the book at them at the first opportunity.
Given the state of the companies advertising on YC my assumption would be that they are too busy to get to either an MVP or to break even to be acutely aware of all of these compliance issues. One thing YC does is to help the companies with legal support, they probably could give some assistance with making sure that public job ads are compliant either by serving as a clearing house or to offer a set of written guidelines to ensure basic compliance, thus minimizing the risk of accidentally running afoul of the law.
I mean, no, local regulators are not generally friendly to startups (I've experienced drama both in SFBA and in Chicagoland) --- but nobody is really being fined for these salary disclosure laws. :)
Companies should list their salary ranges! Like, regardless of the law!
> Companies should list their salary ranges! Like, regardless of the law!
Yes, definitely. It's to everybody's advantage. The assumption should be that if a company does not list its salary range and they're young that they don't know better and if they're older that you are about to get screwed.
Regulators are usually more than willing to work with such young companies to get them to become compliant, rather than to throw the book at them at the first opportunity.
Given the state of the companies advertising on YC my assumption would be that they are too busy to get to either an MVP or to break even to be acutely aware of all of these compliance issues. One thing YC does is to help the companies with legal support, they probably could give some assistance with making sure that public job ads are compliant either by serving as a clearing house or to offer a set of written guidelines to ensure basic compliance, thus minimizing the risk of accidentally running afoul of the law.