Pay transparency laws by state: which require pay ranges in job postings?
Pay transparency laws by state: US state and local law as of October 30, 2026. This area changes often; confirm against the statute.
A growing number of US states and cities require employers to include a good-faith pay range in job postings, with thresholds that differ by employer size. If you hire in or advertise to Colorado, California, Washington, New York, Illinois, Minnesota or Maryland, assume a range is required and check the details below.
New Jersey, Massachusetts, Vermont, Hawaii and the District of Columbia have similar rules.
At a glance
- Rules attach to where the worker could be located, including remote roles, in many states.
- Common required content: the pay range, sometimes benefits, bonus or commission.
- Employer-size thresholds differ (for example 4, 15 or 30 employees). Confirm in the statute.
- Penalties and complaint processes differ by state.
State and city table
| Jurisdiction | Law | Core requirement | Size threshold | Verify |
|---|---|---|---|---|
| Colorado | Equal Pay for Equal Work Act | Range plus general description of benefits and bonus in postings | All employers with Colorado employees | CDLE rules |
| California | Labor Code 432.3 | Pay scale in postings and on request | 15 or more employees | Statute text |
| Washington | RCW 49.58.110 | Wage scale or salary range and general benefits | 15 or more employees | L&I guidance |
| New York State | Labor Law 194-b | Compensation range in postings | 4 or more employees | NYS DOL |
| New York City | Admin. Code 8-107(32) | Good-faith minimum and maximum salary; open-ended ranges not allowed; covers remote roles tied to NYC | 4 or more employees (agencies of any size) | NYC CCHR |
| Illinois | Equal Pay Act amendment | Pay scale and benefits in postings | 15 or more employees | IDOL |
| Minnesota | Minn. Stat. 181.173 | Starting pay range and benefits description; range cannot be open-ended | 30 or more employees at one or more Minnesota sites | DLI |
| Maryland | Equal Pay for Equal Work | Wage range and benefits in postings | All employers | State DOL |
| New Jersey | P.L. 2024, c. 91 | Pay or range, general benefits description and other compensation in postings; in force from 1 June 2025 | 10 or more employees over 20 or more calendar weeks, doing business, employing or taking applications in NJ | NJDOL |
| Massachusetts | G.L. c. 149 s. 105F | Good-faith wage range in postings, to applicants and on request; postings duty from 29 October 2025 | 25 or more employees | AG guidance |
| Vermont | 21 V.S.A. 495m (Act 155) | Compensation or range in each Vermont job advertisement; in force from 1 July 2025 | 5 or more employees | Statute text |
| Hawaii | HRS 378-2.8 (Act 203) | Hourly rate or salary range in listings; in force from 1 January 2024 | 50 or more employees | HCRC FAQ |
| District of Columbia | D.C. Code 32-1453.01 | Minimum and maximum projected pay in listings; benefits disclosed before first interview | See statute | OAG advisory |
| Other states and cities (for example DE, CT, NV, RI) | Various | Not covered here | Not covered here | Check each |
What is a good-faith pay range?
The range you genuinely expect to pay for the role. Some states define it as the range the employer reasonably expects to pay, set before posting. Do not use "$0 to $500,000" ranges; regulators treat these as non-compliant in places.
What should a compliant posting include?
- Minimum and maximum pay (hourly or annual) in the posting itself.
- Any bonus, commission or equity, if the statute lists them.
- A general benefits description where required.
- Posting that shows how the range is stated in each state if one posting covers several.
Copy-paste block:
Pay range: $[min] to $[max] per [year/hour]. Actual pay depends on [experience, skills, location].
Also eligible for: [bonus/commission/equity].
Benefits: [health, retirement match, paid leave, other].Employer checklist
- List every state where the role could be performed, including remote.
- Set the range before you post and keep a dated record.
- Make each posting state the range in the posting, not only on request.
- Check whether promotion opportunities must be announced in your state.
- Train recruiters not to ask pay history where banned (separate laws).
FAQ
Does a remote job count? In several states, yes, if the role could be filled by someone there. Check each statute.
Can I say "competitive pay"? No, where a range is required.
What if I use a staffing agency? Check who is the covered employer; ask the agency.
Where does the range go on LiveRec? In the salary fields on the posting; see post a job.
Next step: write the job description with the range included.
Sources
See front matter. Accessed 30 October 2026.
This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.