Pay Transparency Laws by State (2026): Which Jobs Must Show Salary
Fifteen states plus Washington, D.C. now require employers to put a pay range in job ads, with Virginia, Maine and Connecticut joining in 2026. Here's a state-by-state table, what counts as a fair range, and what to do when a job ad hides the salary.
Table of contents
Short answer: as of October 2026, 15 states and Washington, D.C. have pay transparency laws that require employers to include a salary or wage range in job postings: California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia and Washington, plus D.C. Nevada and Rhode Island require pay information on request, and Delaware's posting law starts in September 2027.
For job seekers, these laws are a big win: you can see what a job pays before you spend hours applying. For employers, the rules differ a lot by state, especially on company size and whether benefits must be listed. Here's the full picture.
Key takeaways
- Three states joined in 2026: Virginia (July 1), Maine (July 29) and Connecticut (October 1).
- Thresholds vary: Colorado, Maryland, Connecticut, Virginia and D.C. cover employers of almost any size, while Hawaii only covers employers with 50 or more employees.
- Several laws also apply to remote jobs that could be performed in that state.
- California now requires the range to be a good-faith estimate of what the employer expects to pay (from January 1, 2026).
Which states have pay transparency laws?
This table covers state and D.C. laws that require pay ranges in the job posting. Several cities, including New York City and Jersey City, have their own rules too.
| State | In effect since | Applies to employers with | Benefits description required? |
|---|---|---|---|
| Colorado | Jan 1, 2021 | 1+ employees | Yes |
| California | Jan 1, 2023 | 15+ employees | No |
| Washington | Jan 1, 2023 | 15+ employees | Yes |
| New York | Sep 17, 2023 | 4+ employees | No |
| Hawaii | Jan 1, 2024 | 50+ employees | No |
| Washington, D.C. | Jun 30, 2024 | 1+ employees | Yes (healthcare benefits) |
| Maryland | Oct 1, 2024 | 1+ employees | Yes |
| Illinois | Jan 1, 2025 | 15+ employees | Yes |
| Minnesota | Jan 1, 2025 | 30+ employees | Yes |
| New Jersey | Jun 1, 2025 | 10+ employees | Yes |
| Vermont | Jul 1, 2025 | 5+ employees | No |
| Massachusetts | Oct 29, 2025 | 25+ employees | No |
| Virginia | Jul 1, 2026 | All employers | No |
| Maine | Jul 29, 2026 | 10+ employees | No |
| Connecticut | Oct 1, 2026 | All employers | Yes (general description) |
Sources: state statutes and employment law firm summaries, including Ogletree on Virginia and Maine and Seyfarth on Connecticut H.B. 5003. Details such as headcount rules and exemptions vary, so check the statute for your situation.
States that require pay information on request
Nevada and Rhode Island don't require ranges in every posting, but employers must share the pay range with applicants in certain situations, such as after an interview or when the applicant asks. Connecticut used this model until it moved to posting requirements on October 1, 2026.
What's coming next
Delaware enacted a law in September 2025 that requires a good-faith minimum-to-maximum pay range in job postings, effective in September 2027. More states consider similar bills every legislative session, so expect this list to keep growing.
What counts as a valid salary range?
The laws differ, but most expect the range to be the pay the employer genuinely expects to offer for that role, not a placeholder like "$30,000–$300,000". California made this explicit from January 1, 2026: the pay scale must be a good-faith estimate of the salary or hourly range the employer reasonably expects to pay at hire.
A strong, compliant posting usually includes:
- A minimum and maximum (or a fixed rate if there's no range).
- Whether it's hourly or annual.
- A short benefits summary where required (health insurance, retirement plan, paid time off).
- For commission-only roles, a clear statement that pay is based on commission.
Do pay transparency laws apply to remote jobs?
Often, yes. Several states, including Colorado, New York and Washington, apply their rules to remote roles that could be performed by someone living in the state, even if the employer is based elsewhere. That's why many national employers now include a range in every US posting rather than tracking each state separately.
What job seekers should do with salary ranges
- Use ranges to compare offers. Look at several postings for the same title in your city to see the real market rate. Then check it against the national salary benchmarks.
- Aim for the middle to upper part of the range. The top of the range is usually reserved for candidates who exceed the requirements. If you meet everything, it's reasonable to ask for the midpoint or above.
- Ask when it's missing. If a posting in a covered state has no range, it's fair to ask the recruiter: "Could you share the pay range for this role?" You can also report clear violations to the state labor department.
- Don't reveal your current salary first. Many of the same states, and others, also ban employers from asking about your salary history.
Tips for employers posting jobs
If you hire in more than one state, the simplest approach is to include an honest pay range and a brief benefits summary in every US posting. It keeps you compliant, and postings with salaries tend to attract more relevant applicants. When you post on GetUSAJob, fill in both the minimum and maximum salary fields so candidates see the range up front. Create a free employer account to post a job.
This article is general information, not legal advice. Laws, thresholds and exemptions change, so confirm the details with the relevant state agency or an employment attorney.
