Pay transparency laws by state: posting requirements
Compare state and local pay-range posting rules, employer thresholds, effective dates and official sources, including enacted future requirements.
At a glance
This dataset compares state and District of Columbia pay-range posting requirements checked in October 2026. It also lists selected local rules and Delaware's enacted future requirement. Coverage depends on the employer, the job and the law; this is a posting-rule comparison, not a complete guide to every pay-disclosure right.
- Check employer coverage and work location before deciding a posting rule applies.
- An enacted law with a future effective date is not yet an in-force requirement.
- Salary-history restrictions and pay disclosure on request are different rules.
Which states require salary ranges in job postings?
| Jurisdiction | What must be posted | Employers covered | In effect since | Status | Law |
|---|---|---|---|---|---|
| California | Pay scale (a good-faith salary or hourly range) in every job posting | 15 or more employees, at least one in California | January 2023 | In effect | https://www.dir.ca.gov/dlse/California_Equal_Pay_Act.htm |
| Colorado | Pay or pay range and a general description of benefits and other compensation in every job opportunity notice; since 2024 also the date applications close | Any employer with at least one employee in Colorado | January 2021 | In effect | https://content.leg.colorado.gov/sites/default/files/2023a_105_signed.pdf |
| Connecticut | Wage or wage range and a general description of benefits in every internal or public job advertisement | One or more employees | October 2026 | In effect | https://www.cga.ct.gov/2026/ACT/PA/PDF/2026PA-00012-R00HB-05003-PA.PDF |
| Delaware | Hourly or salary range and a general description of benefits and other compensation in every posting | 26 or more employees | September 2027 | Takes effect September 26, 2027 | https://legis.delaware.gov/SessionLaws/Chapter?id=42391 |
| District of Columbia | Minimum and maximum projected pay in every job listing; whether health benefits are offered, before the first interview | At least one employee in the District | June 2024 | In effect | https://code.dccouncil.gov/us/dc/council/code/sections/32-1453.01 |
| Hawaii | Hourly rate or salary range in every job listing; internal transfers and promotions excepted | 50 or more employees | January 2024 | In effect | https://labor.hawaii.gov/hcrc/files/2023/11/Act-203-Pay-Transparency-FAQs.pdf |
| Illinois | Pay scale and a general description of benefits in every posting | 15 or more employees, counted inside and outside Illinois | January 2025 | In effect | https://labor.illinois.gov/faqs/equal-pay-act-salary-transparency-faq.html |
| Maine | Prospective range of pay in every posting, or a statement that pay is commission only | 10 or more employees | July 2026 | In effect | https://legislature.maine.gov/statutes/26/title26sec622-A.html |
| Maryland | Pay range, a general description of benefits, and any other compensation in every posting | All employers | October 2024 | In effect | https://labor.maryland.gov/labor/wages/esswagerangefaq.shtml |
| Massachusetts | Pay range in every job posting | 25 or more employees in Massachusetts | October 2025 | In effect | https://malegislature.gov/Laws/GeneralLaws/PartI/TitleXXI/Chapter149/Section105F |
| Minnesota | Starting salary range (or fixed rate) and a general description of benefits and other compensation in every posting | 30 or more employees at sites in Minnesota | January 2025 | In effect | https://www.revisor.mn.gov/statutes/cite/181.173 |
| New Jersey | Wage, salary or range, a general description of benefits, and other compensation programs in every posting | 10 or more employees over 20 calendar weeks | June 2025 | In effect | https://www.nj.gov/labor/myworkrights/wages/pay-transparency |
| New York | Pay range (or fixed pay) in every posting for a job, promotion or transfer, with the job description if one exists | 4 or more employees | September 2023 | In effect | https://dol.ny.gov/pay-transparency-act-frequently-asked-questions |
| Vermont | Pay or pay range in every advertisement of a Vermont job opening | 5 or more employees | July 2025 | In effect | https://legislature.vermont.gov/statutes/section/21/005/00495p |
| Virginia | Wage, salary or range in every public and internal posting for a job, promotion or transfer | All employers | July 2026 | In effect | https://law.lis.virginia.gov/vacode/title40.1/chapter3/section40.1-28.7:12/ |
| Washington | Wage scale or salary range and a general description of benefits and other compensation in every posting | 15 or more employees | January 2023 | In effect | https://app.leg.wa.gov/RCW/default.aspx?cite=49.58.110 |
| Cleveland, Ohio | Salary range or pay scale in every formal job posting | 15 or more employees in Cleveland | October 2025 | In effect | https://www.clevelandohio.gov/city-hall/boards-commissions/fair-employment-wage-board/laws-procedures |
| New York City, New York | Good-faith minimum and maximum salary in every job, promotion or transfer advertisement | 4 or more employees, at least one in New York City | November 2022 | In effect | https://www.nyc.gov/assets/cchr/downloads/pdf/publications/Salary-Transparency-Factsheet.pdf |
| Westchester County, New York | Minimum and maximum salary in every job, promotion or transfer posting | All employers except the county government | November 2022 | In effect | https://humanrights.westchestercountyny.gov/salary-transparency-amendment |
A state row covers a statewide posting rule. City and county rows have their own geographic scope, and a future effective date means the requirement has been enacted but has not started.[1]
Do posting rules apply to remote jobs?
Several laws reach jobs that could be performed in the jurisdiction or report to an office there. An employer address alone does not settle whether a remote posting is covered.[1]
Use the law linked in the relevant row to check the work-location test and employee count. Do not assume every law counts workers or treats remote work the same way.[1]
Does pay transparency mean a salary-history ban?
No. This table tracks pay information required in postings. A ban on asking about past salary or a right to request a range later in hiring answers a different question.[1]
A missing state row does not establish that applicants have no pay-disclosure rights. Request-only rules and post-interview rules are outside the selection method.[1]
Method and limits
State and District rules appear alongside separately identified local rules. Future laws are marked separately from requirements already in effect.[1]
What this means for a pay conversation
Candidates can ask how a posted range applies to their experience and location. Employers should confirm the relevant rules before publishing a remote or multi-location advertisement.
The salary negotiation guide helps frame that conversation. Employers can use the offer letter template when preparing the later written offer.
Data and method
Where job postings must show pay
Each row is a state, the District of Columbia, a city or a county whose law requires a pay range (or pay scale) in job postings, with what must be posted, which employers it covers, the day it took or takes effect, and the law it comes from.
- Source
- Pay transparency laws for job postings, State legislatures and labor agencies
- Release
- Laws in effect or enacted as of October 22, 2026
- Period
- As of October 22, 2026
- Method
- Curated by hand. Each row was read on the statute, session law, legislature page, or state or local agency page linked in the Law column, on the day in the Checked column. The requirement and employer coverage are short plain summaries of that text. 'In effect since' is the day the posting requirement first applied; later amendments are described in the requirement where they changed it. Status compares that day with October 22, 2026. Laws that require pay information only on request, after an interview or at an offer are not rows. A law whose start date or terms could not be confirmed on an official page is left out.
- License
- Public domain
- Retrieved
Limits
- This table summarizes what each law requires in job postings. It is not legal advice: the linked statutes and agency guidance are the authority, and each law has definitions and exceptions not shown here.
- These laws generally apply by where the job is or could be performed, not where the employer is based, and several reach remote roles that could be filled by someone in the state or that report to an office there. How employees are counted toward a threshold differs by law.
- Laws that require pay information only on request or later in hiring are not listed as rows: Rhode Island (R.I. Gen. Laws § 28-6-22) requires a wage range on the applicant's request; Nevada (NRS 613.133) requires a range or rate for an applicant who has completed an interview; Connecticut's law before October 1, 2026, required a range on request or by the time of an offer.
- Other cities and counties may have their own rules. Only local laws confirmed on an official page are rows: Jersey City, New Jersey, requires ranges in postings, but its exact start date could not be confirmed and it is not listed.
- The table reflects laws in effect or enacted as of October 22, 2026. Laws change; a law with a later start date is listed with the day it takes effect.
Sources & approach
Scope: US state and selected local job-posting pay-disclosure laws checked in October 2026. This summary is not legal advice and omits some exceptions and local laws. Read the linked authority and seek qualified counsel for a hiring decision.
Based on the public sources linked below. Job.com selected and organized the data; no internal company data is used.
- Pay transparency laws for job postingsState legislatures and labor agencies · Accessed October 23, 2026
- California pay transparency authorityCalifornia legislature or labor agency · Accessed October 22, 2026
- Colorado pay transparency authorityColorado legislature or labor agency · Accessed October 22, 2026
- Connecticut pay transparency authorityConnecticut legislature or labor agency · Accessed October 22, 2026
- Delaware pay transparency authorityDelaware legislature or labor agency · Accessed October 22, 2026
- District of Columbia pay transparency authorityDistrict of Columbia legislature or labor agency · Accessed October 22, 2026
- Hawaii pay transparency authorityHawaii legislature or labor agency · Accessed October 22, 2026
- Illinois pay transparency authorityIllinois legislature or labor agency · Accessed October 22, 2026
- Maine pay transparency authorityMaine legislature or labor agency · Accessed October 22, 2026
- Maryland pay transparency authorityMaryland legislature or labor agency · Accessed October 22, 2026
- Massachusetts pay transparency authorityMassachusetts legislature or labor agency · Accessed October 22, 2026
- Minnesota pay transparency authorityMinnesota legislature or labor agency · Accessed October 22, 2026
- New Jersey pay transparency authorityNew Jersey legislature or labor agency · Accessed October 22, 2026
- New York pay transparency authorityNew York legislature or labor agency · Accessed October 22, 2026
- Vermont pay transparency authorityVermont legislature or labor agency · Accessed October 22, 2026
- Virginia pay transparency authorityVirginia legislature or labor agency · Accessed October 22, 2026
- Washington pay transparency authorityWashington legislature or labor agency · Accessed October 22, 2026
- Cleveland, Ohio pay transparency authorityCleveland, Ohio legislature or labor agency · Accessed October 22, 2026
- New York City, New York pay transparency authorityNew York City, New York legislature or labor agency · Accessed October 22, 2026
- Westchester County, New York pay transparency authorityWestchester County, New York legislature or labor agency · Accessed October 22, 2026
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