US Pay Transparency Laws by State
There is no federal rule — whether you must put a salary range in a job posting depends on the state where the role can be performed. Pick a state to see the threshold, what the posting must include, and the date it took effect.
Check a state
States that require a range in postings (2026)
| State | Applies to | Effective |
|---|---|---|
| California | 15+ employees | Jan 1, 2023 |
| Colorado | All employers (1+) | Jan 1, 2021 |
| Washington | 15+ employees | Jan 1, 2023 |
| New York | 4+ employees | Sep 17, 2023 |
| Hawaii | 50+ employees | Jan 1, 2024 |
| Maryland | All employers | Oct 1, 2024 |
| Illinois | 15+ employees | Jan 1, 2025 |
| Minnesota | 30+ employees | Jan 1, 2025 |
| New Jersey | 10+ employees | Jun 1, 2025 |
| Vermont | 5+ employees | Jul 1, 2025 |
| Massachusetts | 25+ employees | Oct 29, 2025 |
| Washington, D.C. | Most employers | Jun 30, 2024 |
Provide on request (not in the posting): Connecticut, Nevada and Rhode Island require employers to provide a pay range to applicants or employees (on request or during hiring) rather than in the posting itself. Several cities (e.g. Cincinnati and Toledo, Ohio; Jersey City, NJ) add local rules.
Coming up: Delaware (25+ employees) takes effect 26 Sep 2027. Maine has also enacted a posting-range law; confirm its effective date with the state before relying on it.
Frequently asked questions
As of 2026, California, Colorado, Washington, New York, Hawaii, Maryland, Illinois, Minnesota, New Jersey, Vermont, Massachusetts and Washington, D.C. require a pay range in job postings. Thresholds vary from all employers (Colorado, Maryland) down to 4+ (New York) or 5+ (Vermont).
Often yes. California, for example, requires the pay scale on any posting for a role that could be filled in California, including remote positions. Many states apply their rule to any job that could be performed in the state, so multi-state remote postings frequently trigger the strictest applicable rule.
No. There is no federal requirement to post salary ranges. Pay transparency in postings is set at the state (and sometimes city) level, which is why the rule depends on where the role can be performed.
Generally a good-faith minimum-to-maximum the employer reasonably expects to pay for the role. An open-ended or unreasonably wide range can be treated as non-compliant. States like California (SB 642) have tightened this to an explicit good-faith estimate.
They vary by state — from a notice to comply for a first violation up to $10,000 per posting in several states. Repeat or wilful violations carry the higher figures, and some states allow employee or applicant complaints.