Pay transparency is no longer a niche HR topic. It is a fast-moving compliance issue that affects recruiting, compensation strategy, and employer brand across the United States. If you operate in more than one state, the legal landscape can feel fragmented and difficult to track.

For HR leaders, in-house counsel, and multi-state employers, the key question is straightforward: Which states require salary ranges in job postings, and what exactly must be disclosed?

This guide breaks down the federal landscape, provides a state-by-state overview of active laws as of 2025–2026, highlights penalties for noncompliance, and offers a practical checklist to help you stay ahead of risk.

The Federal Landscape: No Comprehensive Mandate, But Growing Pressure

As of 2026, there is no comprehensive federal law that requires employers nationwide to disclose salary ranges in job postings.

Several important federal developments shape the context:

  • The Pay Transparency Nondiscrimination Provision for federal contractors was rescinded by Executive Order 14173 on January 21, 2025.

  • The National Labor Relations Act (NLRA) continues to protect employees’ right to discuss wages with coworkers.

  • A Salary Transparency Act was introduced in Congress in 2023 but remains pending as of 2026, according to Paycor (2026).

While federal law does not mandate salary range disclosure in job postings, the policy direction is clear. Lawmakers continue to introduce bills, and states are moving ahead independently. For employers, this means compliance is primarily a state-by-state issue.

States Requiring Salary Ranges in Job Postings (Active 2025–2026)

The following states and jurisdictions have active pay transparency laws requiring some form of salary range disclosure in job postings or during the hiring process. Requirements vary significantly, so details matter.

California

  • Effective Date: January 1, 2023

  • Employer Threshold: 15+ employees

  • Key Requirements:

    • Pay scale must be included in all job postings.

    • Salary history inquiries are prohibited.

    • Remote positions that could be performed in California are included.

California’s law is one of the most comprehensive. Employers with 15 or more employees must ensure that every external job posting includes a defined pay scale. The state has taken an aggressive enforcement posture, and recordkeeping obligations are also in place.

Colorado

  • Effective Date: January 1, 2021 (updated 2024)

  • Employer Threshold: All employers

  • Key Requirements:

    • Pay range and benefits must be included in job postings.

    • Employers must provide internal notice of job opportunities.

Colorado was an early adopter of pay transparency legislation. The requirement to disclose both salary range and benefits makes this one of the more detailed statutes. Internal job opportunity notice obligations also require structured internal communication processes.

Connecticut

  • Effective Date: October 1, 2021

  • Employer Threshold: All employers

  • Key Requirements:

    • Salary range must be provided upon request or before the first interview.

Connecticut does not require salary ranges in every public posting. However, employers must disclose the range either when requested by an applicant or before the first interview. HR teams must train recruiters to handle these disclosures consistently.

Hawaii

  • Effective Date: January 1, 2024

  • Employer Threshold: 50+ employees

  • Key Requirements:

    • Salary range or hourly rate must be included in all job postings.

Hawaii’s law applies only to employers with 50 or more employees. Covered employers must include the salary range or hourly rate directly in job postings.

Illinois

  • Effective Date: January 1, 2025

  • Employer Threshold: 15+ employees

  • Key Requirements:

    • Pay scale and benefits description must appear in all postings.

    • Internal notice of promotion opportunities within 14 days.

Illinois combines external posting disclosure with internal mobility transparency. Employers must act quickly to notify current employees of promotion opportunities, creating operational pressure on recruiting and HR systems.

Maryland

  • Effective Date: October 1, 2024

  • Employer Threshold: All employers

  • Key Requirements:

    • Wage range and benefits description must be included in all postings.

Maryland requires disclosure of both compensation and benefits in job postings. The inclusion of benefits descriptions means job templates must go beyond a simple salary band.

Massachusetts

  • Effective Date: October 29, 2025

  • Employer Threshold: 25+ employees

  • Key Requirements:

    • Pay range must be included in all job postings and provided upon request.

Massachusetts joins the growing list of states requiring proactive salary disclosure in job postings. Employers operating in the Northeast should align Massachusetts and New York compliance processes.

Minnesota

  • Effective Date: January 1, 2025

  • Employer Threshold: 30+ employees

  • Key Requirements:

    • Starting salary range and benefits description must be included in all postings.

Minnesota focuses on the starting salary range rather than the full compensation band. This distinction requires careful documentation of what constitutes the “starting” rate.

Nevada

  • Effective Date: October 1, 2021

  • Employer Threshold: All employers

  • Key Requirements:

    • Wage range must be provided to interviewed candidates.

    • Wage range must be provided upon promotion or transfer request.

Nevada’s law does not mandate salary ranges in all public postings. Instead, disclosure is triggered during the interview stage and for internal movement. Employers must standardize how and when this information is delivered.

New Jersey

  • Effective Date: June 1, 2025

  • Employer Threshold: 10+ employees

  • Key Requirements:

    • Wage range and benefits description in all postings.

    • Promotion notice required.

New Jersey’s relatively low employee threshold captures many small and mid-sized employers. Promotion notice requirements demand coordination between HR and line management.

New York

  • Effective Date: September 17, 2023

  • Employer Threshold: All employers statewide; 4+ employees in NYC

  • Key Requirements:

    • Salary range must be included in all job postings.

New York’s statewide law expanded beyond New York City. Employers must provide a good faith salary range in all job postings for roles that could be performed in the state.

Rhode Island

  • Effective Date: January 1, 2023

  • Employer Threshold: 1+ employees

  • Key Requirements:

    • Wage range must be provided upon request or at offer stage.

    • Applies to internal transfer or promotion situations.

Rhode Island requires disclosure during later stages of the hiring process. Even very small employers are covered.

Vermont

  • Effective Date: July 1, 2025

  • Employer Threshold: 5+ employees

  • Key Requirements:

    • Good faith wage range must be included in all job postings.

Vermont’s low threshold means most employers operating in the state must comply. “Good faith” ranges must be defensible and documented.

Washington

  • Effective Date: January 1, 2023

  • Employer Threshold: 15+ employees

  • Key Requirements:

    • Wage scale or salary range and benefits must be included in all postings.

Washington requires both salary and benefits disclosure. Remote roles that could be performed in Washington fall within scope.

Washington, D.C.

  • Effective Date: June 30, 2024

  • Employer Threshold: All employers

  • Key Requirements:

    • Minimum and maximum salary or hourly pay in all postings.

    • Healthcare benefits disclosure before first interview.

Washington, D.C. adds a specific requirement around healthcare benefits prior to the first interview, increasing documentation and timing complexity.

Sources for the above summary include GovDocs (2025), HRMorning (2025), SixFifty (2025), Paycor (2026), and Rippling (2025). This information is provided for general guidance only. Employers should consult legal counsel for state-specific compliance advice.

States with Pending or Proposed Legislation

As of 2026, approximately 10 additional states have introduced pay transparency bills that have not yet passed. The trend is strongly toward broader disclosure requirements.

Currently, 34 states have no statewide law mandating salary range disclosure in job postings, according to Paycor (2026). However, the legislative trajectory suggests that this number will shrink over time. Employers using a centralized compensation management system often find it easier to adapt quickly when new states implement disclosure requirements, since pay bands and documentation are already standardized.

Violations and Penalties: The Real Compliance Risk

Noncompliance carries financial and reputational consequences. Selected examples include:

  • California: Civil penalties up to $10,000 per violation for failing to disclose pay scales.

  • Illinois: Up to $500 for a first offense, $2,500 for a second, and $10,000 for subsequent violations. A 14-day cure period applies to the first violation.

  • Nevada: Administrative penalties up to $5,000 per violation.

  • Maryland: Written warning for the first offense; fines up to $300 per applicant for a second offense within three years.

  • New Jersey: Up to $600 per violation.

For multi-state employers, a single noncompliant job posting replicated across multiple platforms can trigger multiple violations. Automated job distribution systems increase this risk if templates are not aligned with state law.

Employer Compliance Checklist for 2026

Pay transparency compliance requires more than adding a number to a job ad. It demands alignment between compensation strategy, legal review, and recruiting operations.

  1. Audit All Job Postings
    Review every external and internal posting template. Identify states where salary range or benefits disclosure is required. Ensure remote roles are evaluated based on where they can be performed, not just where the company is headquartered.

  2. Create Defensible Salary Ranges
    Develop salary bands using reliable market data and documented methodology. Define what “good faith” means for your organization. Keep written records to support the ranges if challenged by regulators. Many organizations rely on a modern compensation management system to maintain version control, approval trails, and audit-ready documentation.

  3. Update Templates and Approval Workflows
    Standardize job posting templates to include compensation and benefits where required. Implement a pre-publish approval workflow that includes HR and, where necessary, legal review.

  4. Train Hiring Managers and Recruiters
    Ensure hiring managers understand what they can and cannot ask. Salary history bans and disclosure timing requirements vary by state. Consistent training reduces the risk of informal noncompliance during interviews.

  5. Monitor Legislative Developments
    Assign responsibility within HR or legal to track new laws. Pay transparency requirements are expanding rapidly. Proactive monitoring prevents reactive scrambling.

Conclusion: Transparency as Compliance and Strategy

The question is no longer whether pay transparency laws will expand. The only uncertainty is how quickly.

For HR leaders and in-house counsel, understanding which states require salary ranges in job postings is now a baseline compliance obligation. Employers that treat pay transparency as a strategic initiative, rather than a legal burden, can strengthen trust with candidates, reduce negotiation friction, and improve internal equity.

In a multi-state environment, clarity, documentation, and proactive governance are essential. Review your job postings, validate your salary ranges, and align your processes now. The cost of preparation is far lower than the cost of noncompliance.