Last updated: September 2026
Pay transparency laws have expanded significantly across the United States, creating a more complicated compliance environment for employers that recruit across state lines.
For growing companies, especially those with remote employees or operations in multiple states, the challenge is no longer simply deciding whether to publish a salary range. Employers may need to consider where the employee will work, where the position can be performed, company size, whether benefits or other compensation must be disclosed, and whether additional requirements apply to promotions or internal opportunities.
At Turning the Corner HR, we help growing companies navigate these requirements as part of a broader HR compliance strategy.
This guide highlights several important state and local pay transparency requirements employers should understand in 2026.
Important: Pay transparency requirements change frequently, and state and local rules vary. This guide provides general HR information and is not legal advice. Employers should verify the requirements that apply to each specific job posting and work location.
Why Pay Transparency Is a Multi State Compliance Issue
A company headquartered in Colorado may recruit someone who will work in New York, California, Washington, Illinois or another state with different disclosure requirements.
That means the rules governing a job posting may depend on more than the employer’s headquarters.
Some states require a salary or wage range. Others also require information about benefits or additional compensation. Some laws apply to remote positions that could be performed in the state. Others establish requirements for promotions, transfers or current employees.
This is one reason employers should review compliance requirements before opening recruitment in a new state.
For the broader checklist, see our Multi State Hiring Compliance Checklist for Employers.
States With Pay Transparency Requirements Employers Should Know in 2026
Colorado
Colorado has some of the country’s most established pay transparency requirements. Under Colorado’s Equal Pay for Equal Work Act and related rules, covered job opportunity notices generally must include the compensation range, benefits and other compensation information.
Colorado law also includes requirements involving internal job opportunities, career progression information and certain wage and job description records.
For Colorado employers, pay transparency should be treated as part of the company’s overall compensation and compliance infrastructure rather than simply as a recruiting requirement.
Review Colorado Department of Labor and Employment guidance.
California
California employers with 15 or more employees generally must include the pay scale for a position in a job posting.
California also requires employers to provide applicants with the pay scale for a position upon reasonable request and employees with the pay scale for their current position upon request.
If an employer uses a third party to publish a job posting, the employer must provide the pay scale to that third party so it can be included in the posting.
California’s Labor Commissioner also makes clear that the pay scale must appear in the posting itself rather than only through a link or QR code.
Review California Equal Pay Act guidance.
New York
New York State employers with four or more employees generally must include the compensation or compensation range for covered jobs, promotions and transfer opportunities.
The requirement applies to jobs that will be performed at least partly in New York. It can also apply to certain jobs performed outside New York when the employee reports to a supervisor, office or work site in New York.
If a position is commission based, the posting must clearly disclose that fact.
Review New York State Department of Labor guidance.
Washington
Washington employers with 15 or more employees generally must include a wage scale or salary range, a general description of benefits and a general description of other compensation in covered job postings.
The state guidance is particularly important for remote recruiting. Washington explains that the requirements can apply to postings for positions that could be filled by a Washington based employee.
Washington also prohibits open ended ranges that do not meaningfully identify both ends of the employer’s expected compensation range.
Review Washington Department of Labor & Industries guidance.
Illinois
Since January 1, 2025, Illinois employers with 15 or more employees have been required to include pay scale and benefits information in covered internal and external job postings.
The Illinois law can apply when work will be performed at least partly in Illinois or when the position reports to an Illinois supervisor, office or work site.
Employers using third parties to post jobs also need to account for these requirements.
Review Illinois Department of Labor guidance.
Maryland
Maryland’s wage range transparency requirements took effect October 1, 2024.
Covered internal and external job postings must include a good faith minimum and maximum wage range, a general description of benefits and other compensation offered for the position.
The requirement applies to positions where work will be physically performed at least partly in Maryland, including certain remote work arrangements.
Review Maryland Department of Labor guidance.
New Jersey
New Jersey’s Pay and Benefits Transparency Law took effect June 1, 2025, and applies to employers with 10 or more employees.
Covered employers generally must disclose the hourly wage or salary, or a wage or salary range, along with a general description of benefits and other compensation programs in postings for new jobs and transfer opportunities.
The law also requires reasonable efforts to notify current employees about promotional opportunities.
New Jersey began affirmative enforcement activity under the law in 2026, making this an especially important area for employers recruiting in the state.
Review New Jersey Department of Labor and Workforce Development guidance.
Massachusetts
Beginning October 29, 2025, Massachusetts employers with 25 or more employees generally must disclose pay ranges in job postings.
Covered employers also must provide pay ranges in connection with certain promotions, transfers and requests from employees or applicants.
The required range is generally the annual salary or hourly wage range the employer reasonably and in good faith expects to pay for the position.
Review Massachusetts Attorney General guidance.
Minnesota
Minnesota’s salary range posting requirements took effect January 1, 2025.
Employers with 30 or more employees at one or more sites in Minnesota generally must disclose the starting salary range in job postings, along with a general description of benefits and other compensation.
If the employer does not plan to offer a range, the posting must provide a fixed pay rate. Minnesota does not permit an open ended salary range.
Review Minnesota Statute 181.173.
Hawaii
Hawaii requires employers with 50 or more employees to include an hourly rate or salary range in covered job listings and advertisements.
The range should reasonably reflect the actual expected compensation for the position.
Review Hawaii Civil Rights Commission guidance.
Vermont
Vermont’s pay transparency law took effect July 1, 2025, and applies to employers with five or more employees, including at least one Vermont based worker.
Covered advertisements for Vermont job openings must include the compensation or range of compensation for the position. Special disclosure rules apply to commission based and tipped positions.
Review Vermont’s compensation disclosure statute.
Rhode Island
Rhode Island’s requirements operate somewhat differently from states that require ranges in every public job posting.
Among other requirements, employers must provide the wage range when an applicant requests it, and generally must provide the wage range at the time of hire or when an employee moves into a new position.
Employers also may not improperly seek or rely on an applicant’s wage history.
Review Rhode Island Department of Labor and Training resources.
Washington, D.C.
Washington, D.C.’s Wage Transparency Act has applied since June 30, 2024.
Covered employers must provide minimum and maximum salary or hourly pay information in job postings and disclose information about healthcare benefits to candidates before the first interview.
Review District of Columbia Office of the Attorney General guidance.
Virginia
Virginia’s pay transparency and salary history law took effect July 1, 2026.
Job postings and hiring advertisements in Virginia must include the wage or salary range the employer expects to pay for the position. Employers also may not seek an applicant’s wage or salary history during the application or interview process.
Employers should review both public facing and internal job postings and make sure recruiters or other third parties posting opportunities on their behalf have the correct compensation information.
Review Virginia Department of Labor and Industry guidance.
Maine
Maine’s pay transparency law took effect July 29, 2026.
Employers with 10 or more employees must include the anticipated pay range in job postings, including postings published by a third party on the employer’s behalf.
Current employees may also request the pay range for their position.
Employers must maintain records of employee positions and pay history during employment and for three years after separation.
Review Maine Department of Labor guidance.
What About Nevada and Connecticut?
Not every state follows the same job posting model.
Nevada has important wage and salary disclosure protections, including restrictions involving salary history and requirements to provide wage or salary information in certain applicant and employee situations. Employers should not assume that the absence of a broad job posting requirement means there are no compensation disclosure obligations.
Connecticut currently requires disclosure upon request rather than proactive posting, but employers should continue monitoring the state’s requirements because pay transparency laws continue to evolve.
The larger lesson for employers is simple: do not rely on one national job posting template without checking where the position can actually be performed.
What Should Employers Include in a Pay Transparent Job Posting?
There is no single disclosure format that satisfies every state.
Depending on the jurisdictions involved, an employer may need to provide some combination of:
- A minimum and maximum salary or hourly wage range
- A fixed rate when no range exists
- A general description of benefits
- Other compensation such as bonuses, commissions or incentive compensation
- A statement that a role is commission based
- Information about promotional or transfer opportunities
- Additional information required by state or local law
Employers should establish the range in good faith before publishing the position rather than creating an artificially broad range simply to satisfy a posting requirement.
Remote Job Postings Can Create Pay Transparency Risk
Remote recruiting is one of the biggest reasons this issue has become more complicated.
A posting that says a position can be performed anywhere in the United States may expose the employer to requirements in several jurisdictions.
Rules differ regarding when a remote position is covered. Some laws look at where work will actually be performed. Others may consider where the employee reports, whether applicants in the state are being recruited, or other connections to the jurisdiction.
This is why multi state employers need a process for reviewing locations before a posting goes live.
Pay transparency should be part of the same review process used for payroll registration, unemployment insurance, workers’ compensation, leave, wage and hour requirements and employee handbook updates.
Our Multi State Hiring Compliance Checklist walks through the broader process.
Pay Transparency Should Connect to Your Compensation Strategy
Posting salary ranges can expose problems that were easier to ignore when compensation information was less visible.
Before publishing a range, employers should be able to explain:
- How the range was established
- Where current employees fall within the range
- Why employees performing similar work may be paid differently
- How experience, skills, responsibilities and market factors affect compensation
- Whether managers understand how compensation decisions should be made
- How ranges will be reviewed as market conditions change
That makes pay transparency more than a recruiting issue. It is also a compensation, employee relations and HR compliance issue.
Create a Multi State Job Posting Review Process
Growing companies do not need to reinvent the process every time they hire.
Instead, create a consistent review before recruiting begins.
For each position, confirm:
- Where the employee may physically work
- Which state and local pay transparency requirements may apply
- Whether the employer meets applicable employee count thresholds
- What compensation range the company reasonably expects to pay
- Whether benefits or other compensation must be disclosed
- Whether the position is commission based
- Whether internal promotion or transfer requirements apply
- Whether the recruiter or job board has received the correct information
- Whether the range aligns with compensation for comparable current employees
- Who will monitor the posting if the role or eligible locations change
Documenting this process can reduce the risk of inconsistent postings and last minute compliance problems.
Frequently Asked Questions About Pay Transparency Laws
Do all states require salary ranges in job postings?
No. Pay transparency requirements vary significantly by jurisdiction. Some states require ranges in covered job postings, while others require disclosure at a particular point in the hiring process or when an applicant or employee requests the information.
Do pay transparency laws apply to remote jobs?
They can. The answer depends on the jurisdiction and the circumstances of the position. Some state requirements expressly address remote work or positions that can be performed by employees located in the state.
Can an employer use the same salary range in every state?
Not necessarily. Employers may legitimately use different compensation structures based on factors such as labor markets, geography, job responsibilities and other lawful business considerations. The range still needs to comply with the requirements that apply to the particular posting.
Do employers have to include benefits in job postings?
Some jurisdictions do. Washington, Illinois, Maryland, New Jersey and Minnesota are examples of states where covered postings include requirements involving benefits or other compensation. Employers should verify the exact requirements for every jurisdiction where a position may be filled.
Can employers use very broad salary ranges?
Employers should be cautious. Several pay transparency laws require a good faith range that reflects what the employer actually expects to pay. An artificially broad range may not satisfy the purpose or requirements of the applicable law.
Who should review pay transparency compliance before a job is posted?
HR and recruiting should have a clear process for identifying the locations where a position may be performed and reviewing applicable requirements. Depending on the issue, payroll, compensation specialists or employment counsel may also need to be involved.
How Turning the Corner HR Helps Growing Employers
Pay transparency is one piece of a much larger compliance puzzle for companies hiring and managing employees across multiple states.
Turning the Corner HR helps growing organizations assess HR compliance, review compensation practices, update hiring processes, strengthen job posting procedures, navigate wage and leave requirements, update employee handbooks and build people systems that can scale across locations.
Our goal is not simply to help employers react to the next new law. We help companies create practical HR infrastructure that makes compliance easier to manage as the business grows.
Learn more about our HR Compliance Services or talk with Turning the Corner HR about your company’s multi state HR needs.
This article provides general HR information and is not legal advice. Pay transparency requirements vary by state, locality, employer size, work location and individual circumstances. Laws and agency guidance change over time, so employers should verify current requirements before making employment decisions or publishing job postings.