Pay transparency: salary ranges in job postings
Last checked Nov 2, 2026
Which states require employers to show pay in job postings, or to give the pay range to applicants and employees, and the city and county rules on top. Each state's page has the full rules: who is covered, which jobs, what to disclose, and how it is enforced, from the statute, the labor agency or the city's own code.
15require pay in job postings
1posting law enacted, not yet in effect
2require pay disclosure, but not in postings
1no state law, but city rules
32no state pay range law
Click a state for its rules. New Jersey and New York also have city or county rules on top of state law.
"Disclosure" here means a duty to give the pay range or scale for a position. A duty to tell an employee their own pay rate, or a pay notice at hire, is listed on the state's page as an other rule and is not counted. Each state's page says what was checked.
Recent and coming changes
- Delaware Sep 26, 2027 House Bill 105 adds 19 Del. C. 709C, requiring pay ranges and a general description of benefits in internal and external job postings by employers with 26 or more employees, and disclosure to applicants who saw no posting. Enacted as 85 Del. Laws c. 228, approved September 26, 2025; takes effect 2 years after enactment. The Delaware Code shows the section with the note [Effective Sept. 26, 2027]. source Public record
- Connecticut Oct 1, 2026 Recent change: Public Act 26-12 (Substitute HB 5003) added the job advertisement requirement, benefits disclosure and the in-state or reporting coverage rule to 31-40z. Approved May 11, 2026; in effect since October 1, 2026. source Public record
- Maine Jul 29, 2026 26 M.R.S. sec. 622-A (pay ranges in postings for employers with 10 or more employees, pay range on request for employees, pay history records) took effect within the last year. In effect: Public Law 2025, chapter 771 (L.D. 54), Second Regular Session of the 132nd Legislature. source Public record
- Virginia Jul 1, 2026 Va. Code 40.1-28.7:12 (pay in postings and a salary history ban) took effect. Enacted in the 2026 regular session (chapters 996 and 1063); in effect source Public record
- Michigan Senate Bill 145 (S-3) would amend the Payment of Wages and Fringe Benefits Act (MCL 408.483a) to bar employers from asking job seekers about, or otherwise seeking, their past wages, fringe benefits, credit score or credit history, with exceptions for employers required by law or a federal self-regulatory organization to use that information, federally insured deposit-taking financial institutions and their affiliates, and registered broker-dealers and investment advisers. It would also bar written policies or practices that prohibit or discourage employees from disclosing their wages. It does not require pay in postings. Passed the Senate April 22, 2026 (19 to 16); referred to the House Committee on Economic Competitiveness the same day. source Public record
- New Jersey Proposed Department of Labor and Workforce Development rules, N.J.A.C. 12:74 (Requirements for Notification of Promotion, New Job, and Transfer Opportunities), PRN 2025-124, published at 57 N.J.R. 2220(a) on September 15, 2025. They would define benefits, other compensation programs, reasonable efforts and employer coverage, set third-party posting liability and cap a posted range's spread at 60 percent of its minimum. Proposed; comments were due November 14, 2025. The Department's page says the rules have not been adopted. source Public record
- New York S5990C, the Benefit Transparency Act: would amend Labor Law 194-b so postings also describe benefits and other non-wage compensation, and would require employers to give an offeree information about current benefit plans before an offer is accepted. It would take effect 270 days after becoming law. Passed the Senate and delivered to the Assembly on June 1, 2026; referred to the Assembly Codes Committee the same day. The 2025 to 2026 session runs through December 31, 2026. source Public record
- Washington The five business day correction period in RCW 49.58.110(1)(b) covers postings from July 27, 2025, through July 27, 2027, and by its own terms does not apply after July 27, 2027. In current law; the period ends after July 27, 2027. No bill amending RCW 49.58.110 was found from the 2026 session, which has adjourned; the codified section lists 2025 c 383 as its latest amendment. source Public record
Every state
Pay required in job postings (15)
State law requires a pay range or rate in job postings.
| State | Postings since | Cities and counties | Salary history ban | Summary |
|---|---|---|---|---|
| California | Jan 1, 2023 | none found | Yes | Since January 1, 2023, an employer with 15 or more employees must include the pay scale in every job posting, and a third party it uses to post must include it too. Since January 1, 2026, the pay scale is a good faith estimate of the salary or hourly wage range the employer reasonably expects to pay for the position upon hire. Every employer, whatever its size, must give the pay scale to an applicant on reasonable request and to an employee, on request, for the employee's current position. |
| Colorado | Jan 1, 2021 | none found | Yes | Every Colorado employer, public or private, with even one employee in the state must state in good faith in each job posting the hourly or salary pay or range, a general description of benefits and other compensation, and the date the application window is expected to close. Employers must also make reasonable efforts to tell all current employees of each job opportunity on the same day and before selecting; since January 1, 2024 they must also notify the employees the new hire will work with within 30 days after the hire starts, and disclose the requirements for career progression positions. |
| Connecticut | Oct 1, 2026 | none found | Yes | Since October 1, 2026, every Connecticut employer with one or more employees, including the state and its political subdivisions, must state the wages or wage range and a general description of benefits in each internal or public job advertisement, for positions performed in Connecticut or reporting directly to a supervisor, office or worksite in Connecticut. Where no advertisement reached the applicant, the range and benefits description are owed on request or before any discussion or offer of compensation, and employees get their own position's range at hire, on a change of position and on first request. The law is enforced by private lawsuit. |
| District of Columbia | Jun 30, 2024 | none found | Yes | Since June 30, 2024, every employer with at least one employee in the District (other than the District and federal governments) must state the minimum and maximum projected salary or hourly pay, as a good faith range, in all job listings and position descriptions it advertises, and must tell prospective employees before the first interview whether healthcare benefits are offered. The Mayor assesses fines of $1,000, $5,000 and then $20,000 per violation, and the Attorney General may investigate and sue; there is no private right of action. The same law bars screening applicants on wage history. |
| Hawaii | Jan 1, 2024 | none found | Yes | Since January 1, 2024, job listings must disclose an hourly rate or salary range that reasonably reflects the actual expected compensation. The rule does not apply to employers with fewer than fifty employees, to internal transfers or promotions, or to public employee positions whose pay is set by collective bargaining. Hawaii has no separate rule requiring pay disclosure on request or at offer. |
| Illinois | Jan 1, 2025 | none found | Yes | Since January 1, 2025, an employer with 15 or more employees that makes a specific job posting must include the pay scale and benefits: the wage or salary, or wage or salary range, and a general description of benefits and other compensation. It covers jobs performed at least in part in Illinois, or performed elsewhere but reporting to a supervisor, office or work site in Illinois. Where no posting was made available, the employer must give an applicant the pay scale and benefits on request before any offer or discussion of compensation, and after an external posting it must tell current employees about promotion opportunities within 14 calendar days. |
| Maine | Jul 29, 2026 | none found | Yes | Since July 29, 2026, a Maine employer with 10 or more employees must put the prospective range of pay it will offer a successful applicant in each job posting, whether made directly or through a third party, electronic or printed; a commission only job must say that pay is based solely on commission. Any employer must also tell an employee, on request, the pay range for the position the employee holds, and must keep each employee's position and pay history for the length of employment plus 3 years. |
| Maryland | Oct 1, 2024 | none found | Yes | Every Maryland employer, of any size and including state and local government, must show the wage range, a general description of benefits and any other compensation in each public or internal posting for a position that will be physically performed at least in part in Maryland. If an applicant never saw a posting, the employer must give the same information before any discussion of compensation and at any time the applicant asks. The posting rule has applied to postings made on or after October 1, 2024; before that, the range was owed only on request. |
| Massachusetts | Oct 29, 2025 | none found | Yes | Since October 29, 2025, any public or private employer with 25 or more employees in Massachusetts must state the pay range in each job posting, including postings made through a third party. The same employers must give the pay range to an employee offered a promotion or transfer to a new position, and to an employee or applicant who asks. Employers with 100 or more Massachusetts employees that file federal EEO reports must also send copies of those reports to the state each year, starting February 1, 2025. |
| Minnesota | Jan 1, 2025 | none found | Yes | Since January 1, 2025, an employer with 30 or more employees at one or more sites in Minnesota must put in each job posting the starting salary range (or a fixed pay rate) and a general description of all benefits and other compensation, including health and retirement benefits. The range is the employer's good faith estimate and may not be open ended. The statute requires no pay disclosure to applicants on request or to current employees. |
| New Jersey | Jun 1, 2025 | Jersey City | Yes | Since June 1, 2025, an employer with 10 or more employees over 20 calendar weeks that does business, employs people or takes applications in New Jersey, including public employers and employment agencies, must show the hourly wage or salary (or a range) and a general description of benefits and other compensation programs in every internal or external posting for a new job or transfer. The same law requires reasonable efforts to tell current employees in the affected departments about promotion openings before deciding, and temporary help firms must give pay and benefit information at interview or hire. Jersey City separately requires pay and benefits in postings by employers with five or more people working in the city. |
| New York | Sep 17, 2023 | New York, Westchester County, Ithaca, Albany County | Yes | Since September 17, 2023, an employer with four or more employees, and any employment agent or recruiter, must state the compensation or a good faith pay range, plus the job description if one exists, in every advertised job, promotion or transfer opportunity performed at least in part in New York or reporting to a supervisor, office or work site in New York. New York City, Westchester County, Ithaca and Albany County have their own posting rules on top of the state law. A bill adding benefits to postings passed the Senate on June 1, 2026 and sits in the Assembly. |
| Vermont | Jul 1, 2025 | none found | Yes | Since July 1, 2025, an employer with five or more employees must include the compensation or a good faith range of compensation in any written advertisement of a Vermont job opening, including openings for internal transfers and promotions. A Vermont job opening is a job physically located in Vermont or a remote job that will predominantly perform work for a Vermont office or work location. Commission jobs must say so instead, and tipped jobs must say so and give the base wage or range. |
| Virginia | Jul 1, 2026 | none found | Yes | Since July 1, 2026, every Virginia employer must state the wage, the salary, or a good faith wage or salary range in each public and internal posting for a job, promotion, transfer or other employment opportunity. The same law bars employers from seeking or relying on an applicant's pay history. The Attorney General can seek civil penalties, and applicants and employees can sue, but an employer that fixes a posting within 15 business days of written notice cannot be sued over that posting. |
| Washington | Jan 1, 2023 | none found | Yes | Since January 1, 2023, an employer with 15 or more employees must disclose in each posting for each job opening the wage scale or salary range (or the fixed wage, if only a fixed wage is offered) and a general description of all benefits and other compensation. An employee offered an internal transfer or promotion is entitled, on request, to the wage scale or salary range for the new position. For postings from July 27, 2025, through July 27, 2027, an employer that corrects a posting within five business days of written notice owes no penalties or damages for it. |
Posting law enacted, not yet in effect (1)
A posting law has passed but its start date is still ahead.
| State | Postings since | Cities and counties | Salary history ban | Summary |
|---|---|---|---|---|
| Delaware | Sep 26, 2027 | none found | Yes | Delaware has no pay posting or disclosure requirement in effect today, but one is enacted: from September 26, 2027, employers with 26 or more employees must show the pay or pay range and a general description of benefits and other compensation in every internal and external posting for jobs in Delaware and for noninternational remote jobs offered by Delaware-based employers, and must give the same information to applicants who saw no posting. The Department of Labor will enforce it, with a written warning for a first offense. Delaware already bars asking about or screening on an applicant's compensation history. |
Disclosure, not in postings (2)
No posting requirement, but state law requires the pay range on request, after an interview, or to employees.
| State | Cities and counties | Salary history ban | Summary |
|---|---|---|---|
| Nevada | none found | Yes | Nevada does not require pay in job postings. Since October 1, 2021, every public or private employer and employment agency must give an applicant who has completed an interview the wage or salary range or rate for the position, and must give it to an employee who applied for a promotion or transfer, interviewed for it or was offered it, and asked. Employers may not seek or rely on an applicant's wage or salary history. |
| Rhode Island | none found | Yes | Rhode Island does not require pay in job postings. Since January 1, 2023, an employer must give an applicant the wage range for the position on request, and should give it before discussing compensation; employees must get their position's wage range at hire, when they move into a new position, and on request. The Department of Labor and Training enforces, with civil penalties of up to $1,000 for a first violation and up to $5,000 for repeat violations, and applicants and employees may also sue. |
No state law; city rules (1)
No state requirement, but one or more cities or counties set their own.
| State | Cities and counties | Salary history ban | Summary |
|---|---|---|---|
| Ohio | Cleveland, Columbus, Cincinnati, Toledo | No | Ohio has no state law requiring pay in job postings or pay disclosure to applicants. Four cities set their own rules for employers with 15 or more employees in the city: Cleveland requires the salary range or scale in postings (from October 27, 2025), Columbus requires a reasonable salary range or scale in postings (enforced from January 1, 2027), and Cincinnati and Toledo require the pay scale on reasonable request once an applicant has a conditional offer. |
No state pay range law (32)
No state requirement to post or disclose a pay range was found.
| State | Cities and counties | Salary history ban | Summary |
|---|---|---|---|
| Alabama | none found | No | Alabama has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. The Clarke-Figures Equal Pay Act (Ala. Code 25-1-30), in effect since September 1, 2019, bars an employer from refusing to interview, hire, promote or employ an applicant, or retaliating against one, because the applicant does not provide wage history. |
| Alaska | none found | No | Alaska does not require employers to put pay in job postings or to disclose a pay range to applicants or employees; no salary history ban was found in the employment statutes checked. Bills to require pay disclosure (SB 78 and HB 156) were introduced in the 2025 to 2026 Legislature; their bill pages show them still in committee, with no floor vote. |
| Arizona | none found | No | Arizona does not require employers to put pay in job postings or to disclose a pay range to applicants or employees. Its equal pay statute, A.R.S. 23-341, bars paying employees less than employees of the opposite sex for the same work but requires no disclosure, and no salary history ban was found in the statutes checked. |
| Arkansas | none found | No | No Arkansas law requiring employers to put pay in job postings or to disclose pay to applicants or employees was found. The Department of Labor and Licensing's Labor Standards Division lists minimum wage and overtime, child labor, wage claims, mediation, nursing mothers breaks and private employment agency rules, and no posting or disclosure program. The Arkansas Code itself was not read. |
| Florida | none found | No | Florida has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. Florida Statutes 448.07 bars paying employees of one sex less than the other for equal work, for employers with two or more employees, but it sets no posting or disclosure duty. No city or county ordinance requiring pay in postings was found. |
| Georgia | none found | No | No Georgia law requiring employers to put pay in job postings or to disclose pay to applicants or employees was found. The Georgia Department of Labor's laws pages describe no such rule. The statute text itself could not be read, because the official Georgia Code is published only through LexisNexis, which needs a browser. |
| Idaho | none found | No | Idaho has no state law requiring pay or a pay range in job postings, or requiring pay to be disclosed to applicants or employees on request. Idaho's equal pay law bars paying employees of one sex less for comparable work, but it sets no posting or disclosure duty. |
| Indiana | none found | Not determined | No Indiana law requiring employers to put pay in job postings or to disclose pay to applicants or employees was found. The Indiana Department of Labor's Wage and Hour Division pages describe minimum wage, overtime, wage payment and common construction wage rules and no pay transparency rule. The Indiana Code itself could not be read, because the General Assembly's site (iga.in.gov) loads its content only with scripts. |
| Iowa | none found | No | Iowa has no law requiring employers to put pay in job postings or to disclose pay to applicants or employees, and no state salary history ban was found. Cities may not adopt ordinances on hiring practices or other terms of employment that exceed or conflict with state or federal law (Iowa Code 364.3(12)). SF 502 (2025), a bill requiring certain employers to include pay scale information in communications offering employment, did not leave subcommittee. |
| Kansas | none found | No | Kansas has no state law requiring employers to put pay in job postings or to give applicants a pay range. Under the Kansas Wage Payment Act (K.S.A. 44-320), every employer, public or private, must tell an employee in writing, on the employee's request, the employee's rate of pay and the day and place of payment, and must give notice of changes before they take effect when asked. No city or county ordinance requiring pay in postings was found. |
| Kentucky | none found | No | Kentucky has no law requiring employers to show pay in job postings or to disclose pay to applicants or employees. A 2026 bill to require wages or a wage range in every job posting (HB 210) was referred to a House committee and went no further. No Kentucky city or county ordinance on pay in postings was found. |
| Louisiana | none found | No | Louisiana has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. The Louisiana Equal Pay for Women Act, which covers only state agencies, bars retaliation against an employee for asking about, disclosing, comparing or discussing wages. New Orleans bars city contractors from relying on applicants' salary history for city-contracted positions, which is not a posting rule. |
| Michigan | none found | No | Michigan has no law requiring employers to put pay in job postings or to disclose pay to applicants or employees. State law only bars employers from requiring employees to keep their wages secret or punishing them for disclosing their wages (MCL 408.483a), and it bars local governments from regulating what employers ask on applications or in interviews. A salary history and credit history ban (SB 145) passed the Senate on April 22, 2026 and is in a House committee. |
| Mississippi | none found | No | No Mississippi law requiring employers to put pay in job postings or to disclose pay to applicants or employees was found. The Mississippi Equal Pay for Equal Work Act (HB 770, 2022, effective July 1, 2022) bars paying an employee less than an employee of the opposite sex for equal work, for employers with five or more employees, and lists salary history as a permitted factor for a pay difference. |
| Missouri | none found | No | Missouri has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees, and no state salary history ban. Kansas City's Human Relations Code bars employers with six or more employees from asking about or relying on an applicant's salary history (since October 31, 2019), but it does not require pay in postings or pay disclosure. |
| Montana | none found | No | Montana has no state law requiring employers to put pay in job postings or to give applicants a pay range. Under MCA 39-3-203, an employer must, on the employee's written demand before work begins, tell the employee the rate of wages and the paydays, in writing or by a notice posted in a conspicuous place; employers with a collective bargaining agreement covering wages and employers in agriculture or stockraising are excluded. No city or county ordinance requiring pay in postings was found. |
| Nebraska | none found | No | Nebraska has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. Since LB217 (2019), the Nebraska Fair Employment Practice Act bars employers with 15 or more employees, and state and local government employers, from discriminating against an employee or applicant for asking about, discussing or disclosing pay, but it expressly creates no duty to disclose. No city ordinance requiring pay in postings was found. |
| New Hampshire | none found | No | New Hampshire has no state law requiring pay or a pay range in job postings, or requiring pay to be disclosed to applicants or employees on request. State law does bar employers from stopping employees from disclosing their own wages, and requires employers to tell new hires their rate of pay at the time of hiring. |
| New Mexico | none found | No | New Mexico has no state law requiring pay or a pay range in job postings, or requiring pay to be disclosed to applicants or employees on request. The Fair Pay for Women Act bars sex based pay discrimination and retaliation, but it sets no posting or disclosure duty. |
| North Carolina | none found | No | North Carolina has no law requiring pay in job postings or pay disclosure to applicants. The Wage and Hour Act only requires an employer to tell each employee in writing, at hiring, the promised wages and the day and place of payment. State law also preempts local ordinances that impose requirements on employers about employee compensation, so cities and counties cannot add their own posting rules for private employers. |
| North Dakota | none found | No | North Dakota has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. The equal pay chapter (NDCC chapter 34-06.1) bars paying employees of one gender less for comparable work in the same establishment, but it sets no posting or disclosure duty beyond posting the law itself. No city or county ordinance requiring pay in postings was found. |
| Oklahoma | none found | No | Oklahoma has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. The equal pay section of Title 40 (40 O.S. 198.1) makes it unlawful to willfully pay women less for comparable work, but it sets no posting or disclosure duty. No city or county ordinance requiring pay in postings was found. |
| Oregon | none found | Yes | Oregon does not require employers to put pay in job postings or to disclose a pay range to applicants or employees. Oregon's pay equity law bars employers from seeking an applicant's salary history. A 2025 law (SB 906) requires employers to explain pay stub earnings and deductions to new hires, which is not a pay range disclosure. |
| Pennsylvania | none found | Not determined | No Pennsylvania state law in effect today requires employers to show pay in job postings or to disclose a pay range to applicants or employees. The Department of Labor and Industry's labor law pages describe the Equal Pay Law, which bars sex-based pay differences, and no posting or disclosure rule. A new labor law, Act 101 of 2026, takes effect December 21, 2026; its subject was not confirmed. |
| South Carolina | none found | No | South Carolina has no law requiring pay in job postings or pay disclosure to applicants. The Payment of Wages Act only requires an employer to tell each employee in writing, at hiring, the normal hours and wages agreed on, when and where pay is made and what will be deducted, or to post those terms at the workplace. |
| South Dakota | none found | No | South Dakota has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. SDCL 60-12-15 bars paying employees of one sex less for comparable work, but it sets no posting or disclosure duty. No city or county ordinance requiring pay in postings was found. |
| Tennessee | none found | No | No Tennessee law requiring employers to put pay in job postings or to disclose pay to applicants or employees was found. The Department of Labor and Workforce Development's wage pages cover breaks, fringe benefits, sex-based pay discrimination, final paychecks, paydays and deductions, with no posting or disclosure rule. The Tennessee Code itself could not be read: its public LexisNexis version needs a browser. |
| Texas | none found | No | Texas has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. Texas Labor Code Chapter 21 bars discrimination in compensation by employers with 15 or more employees, but it sets no posting or disclosure duty. No city or county ordinance requiring pay in postings was found. |
| Utah | none found | No | Utah has no state law requiring pay or a pay range in job postings, or requiring pay to be disclosed to applicants or employees on request. The Utah Antidiscrimination Act bars discrimination in matters of compensation, but it sets no posting or disclosure duty. |
| West Virginia | none found | No | West Virginia has no law requiring pay in job postings or pay disclosure to applicants. The Wage Payment and Collection Act only requires an employer to tell each new employee in writing, at hiring, the rate of pay and the day, hour and place of payment. A 2026 bill that would add pay transparency rules is still in a House committee. |
| Wisconsin | none found | No | Wisconsin has no law requiring employers to put pay in job postings or to disclose pay to applicants or employees. State law expressly lets an employer ask about a prospective employee's salary history and bars cities, villages, towns and counties from prohibiting it (Wis. Stat. 103.36). The 2025 to 2026 bills that would have required salary ranges in postings (AB 480 and SB 488) failed to pass on March 23, 2026. |
| Wyoming | none found | No | Wyoming has no state law requiring employers to put pay in job postings or to disclose pay to applicants or employees. The equal pay article of Title 27 (W.S. 27-4-301 to 27-4-304) bars paying employees of one gender less for equal work in the same establishment, but it sets no posting or disclosure duty. No city or county ordinance requiring pay in postings was found. |
Informational only, not legal advice. These laws change often and agencies issue new guidance; confirm the current rule with the statute or the agency before writing a posting.