Pay transparency laws require employers to share pay information, most often by including a good-faith salary or wage range in job postings, and sometimes by giving ranges to applicants and current employees on request. There is no general federal pay transparency law for private employers, but a growing number of states and cities have their own rules, with different thresholds, deadlines and penalties. This guide summarizes the main pay transparency laws by state as of mid-June 2026 and explains how to build a compliant process.
If you hire remotely or across state lines, these laws can apply even when your company is based somewhere without one, because many of them cover jobs that could be performed in the state. As a result, a single, consistent posting process is the safest approach.
What Pay Transparency Laws Require
The details vary, but most salary range job posting laws include some combination of these duties:
- Pay ranges in job postings: a good-faith minimum and maximum salary or hourly rate for the role.
- Benefits and other compensation: a general description of benefits, bonuses or commissions in some states.
- Disclosure on request or at a stage of hiring: sharing the range with applicants or employees who ask, or before an offer.
- Promotion and transfer opportunities: some laws cover internal postings as well as external ones.
- Recordkeeping and anti-retaliation: keeping records of pay history and ranges, and not penalizing people who ask about pay.
Federal Rules: The Right to Discuss Pay
While no federal law requires salary ranges in private-sector job postings, federal labor law protects pay conversations. The National Labor Relations Board explains that most private-sector employees have a right to discuss wages and other terms of employment with coworkers. Therefore, policies that forbid employees from sharing their pay can conflict with that right.
Pay Transparency Laws by State
The table below summarizes major state laws for job postings. Always check the official source, because coverage rules, exceptions and penalties differ.
| Jurisdiction | Who is covered | In effect since |
|---|---|---|
| Colorado | Employers with employees in Colorado | January 1, 2021 |
| California | Employers with 15 or more employees | January 1, 2023 |
| Washington | Employers with 15 or more employees | January 1, 2023 |
| New York State | Employers with four or more employees | September 17, 2023 |
| Hawaii | Employers with 50 or more employees | January 1, 2024 |
| District of Columbia | Employers in DC | June 30, 2024 |
| Maryland | Employers in Maryland | October 1, 2024 |
| Illinois | Employers with 15 or more employees | January 1, 2025 |
| Minnesota | Employers with 30 or more employees | January 1, 2025 |
| New Jersey | Employers with 10 or more employees over 20 calendar weeks | June 1, 2025 |
| Vermont | Employers with five or more employees | July 1, 2025 |
| Massachusetts | Employers with 25 or more employees | October 29, 2025 |
Where to read each rule
- Colorado: the Equal Pay for Equal Work Act, explained by the Colorado Department of Labor and Employment, requires compensation and benefits information in job postings, both internal and public.
- California: the Labor Commissioner explains that employers with 15 or more employees must include the pay scale in any job posting.
- Washington: the Department of Labor and Industries requires covered employers to disclose a wage scale or salary range and a general description of benefits and other compensation.
- New York: the New York State Department of Labor enforces the state law, and New York City has had its own salary transparency rule for job advertisements since November 1, 2022.
- Hawaii: the Hawaii Civil Rights Commission FAQ covers employers with 50 or more employees.
- District of Columbia: the Wage Transparency Omnibus Amendment Act applies as of June 30, 2024.
- Maryland: the Maryland Department of Labor FAQ confirms the Wage Range Transparency law took effect October 1, 2024.
- Illinois: the Illinois Department of Labor explains the Equal Pay Act’s salary transparency rules for employers with 15 or more employees.
- Minnesota: Minnesota Statutes section 181.173 sets the posting requirement for employers with 30 or more employees.
- New Jersey: the New Jersey Department of Labor explains the pay transparency law for employers with 10 or more employees.
- Vermont: the state’s guidance on pay ranges in job advertisements covers employers with five or more employees.
- Massachusetts: the state’s pay transparency guidance covers employers with 25 or more employees.
Cities and counties
In addition, some cities have their own ordinances. For example, Cleveland’s Fair Employment Wage Board enforces a salary range requirement for employers with 15 or more employees that took effect October 27, 2025. So check local rules wherever you hire.
Employers with international teams
If you hire in the European Union, note that the EU Pay Transparency Directive (2023/970) required member states to bring their own pay transparency rules into national law by June 7, 2026. Expect requirements such as pay information before hiring and limits on asking about pay history.
How to Build a Compliant Process
A single standard is easier to manage than a patchwork of state-by-state exceptions. For that reason, many multi-state employers choose to include ranges in every posting.
- Map where you hire. List the states and cities where roles are based or could be performed remotely.
- Build salary ranges for every role. Use market data and internal pay to set good-faith ranges you would actually pay.
- Update posting templates. Add fields for the range, pay basis (hourly or annual) and benefits summary.
- Brief recruiters and agencies. Several laws cover third parties that post jobs on your behalf, so share ranges with any agency you use.
- Plan for internal moves. Decide how you will share ranges for promotions and transfers.
- Train managers. Make sure they can explain ranges and know not to discourage pay discussions.
- Audit regularly. Spot-check live postings, including old ones that were reposted.
Overall, pay ranges work best alongside accurate payroll and clear job classifications. Our guides to exempt vs non-exempt employees and multi-state payroll cover related rules, and writing a strong job description shows where the range fits in a posting.
Common Pay Transparency Mistakes
- Posting ranges so wide that they are not a good-faith estimate.
- Leaving ranges off reposted or internal job listings.
- Forgetting that agencies and job boards posting for you may need the range too.
- Paying new hires outside the posted range without a documented reason.
- Keeping policies that tell employees not to discuss pay.
Pay Transparency Laws FAQ
Which US states have pay transparency laws?
As of mid-June 2026, states with job-posting pay transparency laws include Colorado, California, Washington, New York, Hawaii, Maryland, Illinois, Minnesota, New Jersey, Vermont and Massachusetts, plus the District of Columbia and some cities, such as New York City and Cleveland.
Are there any federal pay transparency laws?
There is no general federal law requiring private employers to post salary ranges. However, federal labor law does protect most private-sector employees’ right to discuss their pay with coworkers.
Do pay transparency laws apply to remote jobs?
Often, yes. Several state laws cover jobs that could be performed in the state, so a remote role open to candidates there may need a range. Check each state’s guidance.
What happens if an employer does not include a salary range?
Penalties vary by jurisdiction and can include fines, complaints to the state labor agency and, in some places, lawsuits. Some states give employers a chance to correct a posting first.
Get Payroll and Compliance Support
Pay transparency touches job postings, payroll and compensation planning. Bridgecore Partner’s payroll services help employers keep pay processes accurate and organized across locations. Contact Bridgecore Partner to discuss your needs.
This article is general information, not legal or tax advice. Check with a qualified professional for your situation.