Why you should care about pay transparency

California statewide laws

Upon request, all employers must:

• Provide an applicant with the pay scale for the position they applied for (even before the initial interview).
• Provide an employee with the pay scale for their current position.

An employer with 15 or more employees must include the pay scale for a position in any job posting. If the employer engages a third party to announce, post or publish a job posting, the employer must provide the pay scale to the third party. The third party is required to include the pay scale in the job posting.

Colorado statewide laws

In each posting for each job opportunity, all employers* must disclose:

• The rate of compensation (or a range thereof); including salary and hourly, piece, or day rate compensation; that the employer is offering for the position.
• A general description of any bonuses, commissions or other forms of compensation offered for the position.
• A general description of all employment benefits offered for the position.
• The date the application window is expected to close.

Employers must make reasonable efforts to provide, within 30 days of selection, information to certain employees about the candidate selected.

*Through July 1, 2029, employers physically located outside of Colorado with fewer than 15 employees working remotely in Colorado are only required to provide notice of remote job opportunities.

Connecticut statewide laws

Before October 1, 2026:

All employers must provide:

• A job applicant with the wage range for a position the applicant is applying for, upon the earliest of the applicant's request or before or at the time the applicant is made an offer of compensation.
• An employee with the wage range for their position upon their hiring, a change in the employee's position with the employer or the employee's first request for a wage range.

Beginning October 1, 2026:

• Any internal or public job advertisements must include the wages or wage range for the position and a general description of the benefits offered with the position.
• If the position isn't made available to an applicant via an internal or public job advertisement, employers must provide the wage range for the position and a general description of the benefits offered with the position upon the earliest of the applicant's request, or prior to any discussion of compensation with the applicant or an offer of compensation to the applicant.
• Employers must provide employees with the wage ranges for their positions and a general description of the benefits offered with their positions upon hire, changes in their positions, or their first request for a wage range.

Delaware statewide laws

Beginning in early fall of 2027, Delaware will require employers with more than 25 employees to disclose the following information within notifications for all job opportunities posted internally or externally:

• The hourly or salary compensation, or the hourly or salary compensation range
• A general description of the benefits and other compensation applicable to the job opportunity

The law applies to postings for:

• Jobs located in Delaware
• Non-international remote positions offered by a Delaware-based employer

District of Columbia districtwide laws

Employers must provide the minimum and maximum projected salary or hourly pay in all job listings and position descriptions advertised.

In stating the minimum and maximum salary or hourly pay for the position, employers must extend the range from the lowest to the highest salary or hourly pay that they in good faith believe at the time of the posting they would pay for the advertised job, promotion or transfer opportunity.

Before the first interview, employers must also disclose to prospective employees the existence of health care benefits available to the employee.

Hawaii statewide laws

Employers with 50 or more employees must disclose in job listings an hourly rate or salary range that reasonably reflects the actual expected compensation for the position.

The requirement doesn’t apply to job listings for positions that are internal transfers or promotions within a current employer.

Illinois statewide laws

Employers with 15 or more employees must include in any job posting the pay scale and benefits for the position. The requirement for job postings only applies to positions that:

• Will be physically performed, at least in part, in Illinois; or
• Will be physically performed outside of Illinois, but the employee reports to a supervisor, office, or other worksite in Illinois.

Maine statewide laws

Effective July 29, 2026, employers with 10 or more employees must ensure that job postings include a statement that lists the prospective pay range the employer will offer to a successful applicant, unless the position is compensated solely by commissions. If the position is compensated solely by commissions, the job posting's statement must disclose that information.

Upon an employee's request, an employer must also disclose the range of pay the employer offers for the position the employee holds.

Maryland statewide laws

In each public or internal posting for each position, employers must disclose the wage range and general description of benefits and any other compensation for the position. If a posting wasn’t made available to the applicant, the employer must disclose the required information to the applicant: 1) before a discussion of compensation is held and 2) at any other time when requested by the applicant.

Massachusetts statewide laws

Beginning October 29, 2025, employers with 25 or more employees in Massachusetts must:

• Disclose the pay range for a position in any job posting or advertisement.
• Provide the pay range for the position to an employee who is offered a promotion or a transfer to a new position with different job responsibilities.
• Provide the pay range for a position to an employee holding such position or to an applicant for such position upon request.

Pay range is defined as the annual salary range or hourly wage range that the employer reasonably and in good faith expects to pay for such position at that time.

Minnesota statewide laws

Minnesota employers with 30 or more employees must provide a minimum and maximum annual salary range or hourly range of compensation, or a fixed pay rate, on job postings. The range must be based on an employer’s good faith estimate and cannot be open-ended. Covered employers must also provide a general description of benefits and other compensation offered, including health and retirement benefits.

The law covers any posting made electronically or in print with desired qualifications for an available position intended to recruit applicants, including postings on the employer’s behalf by recruiters and other third parties.

Nevada statewide laws

All employers must:

• Provide the wage or salary range or rate for a position to a person who has completed an interview for the position.
• Provide the wage or salary range or rate for a promotion or transfer to a new position to an employee who has applied for the promotion or transfer, completed an interview for the position or been offered it and requested the wage or salary range or rate.

New Jersey state and local laws

Statewide

An employer with 10 or more employees over 20 calendar weeks and who conducts business, employs individuals or takes applications for employment within New Jersey (also includes job placement, referral and other employment agencies but excludes certain temporary help firms) must disclose in each internal or external posting for a new job or transfer opportunity:

• The hourly wage or salary, or a range of the hourly wage or salary; and
• A general description of benefits and other compensation programs for which the employee would be eligible

Jersey City, New Jersey

Employers with five or more employees that advertise by any means to provide notice of employment opportunities, transfers or promotions must disclose a minimum and maximum annual salary or hourly wage in the posting or advertisement.

New York state and local laws

Statewide

Employers with four or more employees must, when advertising a job, promotion or transfer opportunity, state the minimum and maximum annual salary or hourly wage for the position. For positions compensated solely on a commission basis, employers can comply with the law by including a general statement that compensation will be based on commissions. Employers must also disclose the job description for the position, if one exists.

The law applies to advertisements for positions that will physically be performed, at least in part in New York, as well as jobs that will physically be performed outside of New York but report to a supervisor, office, or other work site in New York.

Albany County, New York

Employers with four or more employees are required to state the minimum and maximum salary or hourly wage for a position when advertising a job, promotion or transfer opportunity. This requirement does not apply to temporary jobs at a temporary help firm.

Ithaca, NY

Employers with four or more employees whose standard work locations are in the city of Ithaca must include the minimum and maximum hourly or salary compensation in each posting for a job, promotion or transfer opportunity. The ordinance does not apply to job advertisement for temporary employment at a temporary help firm.

New York City, New York

Employers with four or more employees (including independent contractors but excluding temporary employees hired through temporary help firms) are required to disclose the expected salary range for a position on internal and external job listings. Positions that cannot or will not be performed, at least in part, in the city of New York are excluded.

Westchester County, NY

Employers with four or more employees must include the salary range for any job, promotion or transfer opportunity they advertise. The range may extend from the lowest to highest salary the employers in good faith believe they would pay at the time of the posting. This requirement applies to positions performed completely or partially in Westchester Country, whether from an office, in the field or remotely.

The requirement does not apply to an employer where at least two-thirds of the employees are the children, parents, spouse or relatives within the third degree of blood relation (or the spouses of the relatives) of the employer.

Temporary employment at a temporary help firm is also excluded.

Ohio local laws

Cleveland, Ohio

Effective October 27, 2025, an employer with at least 15 employees working in Cleveland must provide the salary range or scale (including wages, commissions, hourly earnings and other monetary earnings, such as benefits) in all notifications, advertisements or other formal job postings that offer opportunities for all occupations, vocations, jobs and work.

Note: The law covers temporary, seasonal, part-time, contracted, contingent, commission and temp work but does not cover independent contractors.

Cincinnati, Ohio

Employers with 15 or more employees within Cincinnati must, upon request, provide the pay scale for a position to an applicant who has received a conditional offer of employment.

Columbus, Ohio

Effective December 3, 2025, an employer with at least 15 employees working in Columbus must provide a reasonable salary range or scale in job postings. The law will not be enforced until January 1, 2027.

Note: The requirements do not include job postings that are replicated and published without the employer’s consent or postings for internal transfers or promotions.

Toledo, Ohio

Employers with 15 or more employees within Toledo must, upon request, provide the pay scale for a position to an applicant who has received a conditional offer of employment.

Rhode Island statewide laws

All employers must:

• Upon request, provide the wage range for the position for which the applicant is applying.
• Provide an employee the wage range for the employee's position at the time of hire, when the employee moves into a new position and upon request.

Vermont statewide laws

Employers with five or more employees must disclose in job listings an hourly rate or salary range that reasonably reflects the actual expected compensation for the position. The requirement applies to job listings and advertisements for positions that are external, or internal transfers or promotions within a current employer.

Specific role requirements

Employers must take the following actions for these job openings:

• A role paid on a commission basis (in whole or in part) must disclose that the role is commission-based. It is not required to contain the role’s compensation or range of compensation.
• A role paid on a tipped basis must disclose that the role is paid on a tip basis and include the base wage or range of base wages for the job opening.

Virginia statewide laws

Effective July 1, 2026, most Virginia employers must disclose a position’s wage, salary, or wage or salary range in each public and internal posting for a job, promotion, transfer or other employment opportunity.

The law defines wage or salary range as the minimum and maximum compensation for the position, set in good faith by reference to:

• Any applicable pay scale
• Any previously determined wage or salary range for the position
• The actual range of wages or salaries for individuals currently holding equivalent positions
• The budgeted amount available for the position

Washington statewide laws

Employers with 15 or more employees must, in each job posting for each job opening, disclose the wage scale or salary range and a general description of all benefits and other compensation. Note: An employer may provide a fixed rate in job postings when only a fixed rate is offered.

Upon request of an employee offered an internal transfer to a new position or promotion, the employer must provide the wage scale or salary range for the employee's new position.