US Pay Transparency Laws by State 2026

SB 1162 requires employers with 15 or more employees, at least one of which works in California, to disclose the salary range in all job postings, including those that can be performed remotely from California. Employers with one or more employees in California must disclose a position’s salary range to current employees upon request and comply with recordkeeping requirements.

The Equal Pay for Equal Work Act requires employers with at least one employee working in Colorado to include a salary range, a general description of any bonuses, commissions, or other compensation, and a general description of all benefits in every job posting, including for jobs that can be performed remotely from Colorado.

Public Act 21-30 requires employers with at least one employee working in Connecticut to provide an applicant with the wage range for a position on request, or before or at the time an offer of compensation is made, whichever comes first, and prohibits them from inquiring into an applicant's salary history, and prohibits them from inquiring into an applicant's salary history. Employers must also provide current employees with the wage range for their position at hire, when they change positions, or on request, and they may not restrict employees from discussing wages.

HB 105 requires employers with more than 25 employees to include an hourly or salary compensation range and a general description of benefits and other compensation in all internal and external job postings, and ensure that applicants have access to that information prior to any offer or discussion of compensation. The requirement applies to positions located in Delaware and to non-international remote positions offered by Delaware-based employers. Employers must also keep records of job descriptions and wage or salary history for each employee for at least three years.

The Wage Transparency Omnibus Amendment Act of 2023 (Bill 25-194) requires any employer with at least one employee in Washington, DC, to include the minimum and maximum salary or hourly pay in job postings, including internal announcements. Employers must also share information about healthcare benefits with candidates before the first interview and cannot ask candidates about salary history or retaliate against employees who discuss compensation.

Act 203 requires employers with 50 or more employees to include an hourly rate or salary range in all external job listings. Hawaii has also prohibited employers from asking about an applicant’s pay history since 2019 under earlier laws.

HB 3129 requires employers with 15 or more employees to include the pay scale and benefits in all job postings, including for work performed outside Illinois if the employee will report to an Illinois-based office. Employers must disclose to an applicant pay scale and benefits to be offered for the position prior to any offer or discussion of compensation and at the applicant's request, if a posting has not been made available.Employers must also announce or post promotion opportunities to current employees within two weeks of posting the job externally.

LD 54 requires employers with 10 or more employees to include the prospective pay range in job postings, and to state when a position is paid solely on commission. Employers must also provide the pay range for an employee’s current position on request and keep records of each employee’s position and pay history during employment and for three years after they leave.

HB 649 requires any employer engaged in business in Maryland to include the wage range, along with information about benefits and other compensation, in internal and external job postings, and to disclose these to applicants to which the job posting was not made available. Employers cannot discriminate against job candidates or candidates for promotion who don’t disclose their wage history.

The Frances Perkins Workplace Equity Act requires employers with 25 or more employees to include a pay range, either a salary or hourly wage range, in all job postings and in promotion and transfer offers.

SF 3852 requires employers with 30 or more employees to include a starting salary range (minimum and maximum) or a fixed pay rate in job postings. The range must be a good-faith estimate and can’t be open-ended, and postings must also describe benefits, including health and retirement, as well as all other compensation.

SB 293 requires any employer in Nevada to provide applicants who have completed an interview with the wage or salary range or rate for a position. Employers may not enquire about an applicant’s pay history, use it to set pay, or retaliate if they won’t share it. Employers may not enquire about an applicant’s pay history, use it to set pay, or retaliate if they won’t share it. Employers must also provide the range or rate for a promotion or transfer to employees who have applied for it, completed an interview for it, been offered it, or requested the range.

S2310 requires employers with 10 or more employees over 20 calendar weeks that do business in or employ people in New Jersey to include an hourly rate or salary range, along with a description of benefits and other compensation, in all job listings, including new jobs and transfer opportunities. Employers must also make job opportunities known to all current employees in the affected department before making a promotion decision.

The Jersey City pay transparency ordinance requires employers with five or more workers and a principal place of business in Jersey City to include the salary range, a minimum and maximum salary and/or hourly wage, and a description of benefits in all ads for any job, transfer, or promotion opportunity.

Labor Law Section 194-B requires employers with four or more employees to disclose the compensation or a range of compensation in any advertisement for a job, promotion, or transfer opportunity, and to clearly state whether the job is commission-based. Employers must also provide the job description for the opportunity, if one exists.

The NYC ordinance requires employers with four or more employees, with at least one in New York City, to disclose a minimum and maximum annual salary or hourly wage in any advertisement for a job that will or may be filled in New York City, including field-based or traveling roles and roles performed remotely from the city. The same applies to postings for internal promotion and transfer opportunities.

The Albany County ordinance requires employers with four or more employees to disclose the minimum and maximum salary or hourly wage in any posting for a job, promotion, or transfer opportunity in Albany County.

The Ithaca ordinance requires employers with four or more employees to disclose the minimum and maximum hourly or salary compensation in any posting for a job, promotion, or transfer opportunity.

Westchester County Local Law No. 119 requires employers with four or more employees to disclose the minimum and maximum salary in all job ads for roles that will or may be filled in Westchester County, including remote roles where the employee will still work within the county. The same applies to postings for promotion or transfer opportunities.

The City of Cincinnati Salary Equity Ordinance requires employers with 15 or more employees in Cincinnati to provide the salary range for a position when a candidate requests it after receiving a conditional offer of employment. Salary history enquiries, relying on salary history to set salary, and retaliation for refusing to disclose salary are all forbidden. An employer, upon request, must provide the pay scale for a position to an applicant applying for employment, for which the applicant has been provided a conditional offer of employment by the employer.

Ordinance No. 104-2025 requires employers with 15 or more employees within Cleveland to include the salary range or scale in job postings, advertisements, or other notifications for positions performed in Cleveland. Employers cannot ask about, screen by, or rely solely on an applicant’s salary history during the hiring process, and cannot retaliate against applicants who decline to disclose it.

Ordinance 0709-2023 prohibits employers with 15 or more workers in Columbus from asking job applicants about pay history, using public records to obtain it, using past pay to determine compensation, or retaliating against applicants who don’t disclose it.

The City of Toledo ordinance requires employers with 15 or more workers in Toledo to provide the salary range for a position when a candidate requests it after receiving a conditional offer of employment. It's unlawful to inquire about salary history, use salary history to set salary, retaliate against an applicant for non disclosing salary. Employers upon request must provide the pay scale for a position to an applicant who has been provided with a conditional offer of employment.

S0270A requires employers with one or more employees in Rhode Island to disclose the wage range to an applicant on request and before discussing compensation, to an employee at hire and when moving into a new position, and to an employee on request during employment. Employers cannot ask about pay history or use it to determine pay, and employees are protected when discussing their pay.

Act 155 requires employers with at least five employees overall, and at least one working in Vermont, to include a good-faith minimum and maximum salary or wage range in job postings.

Commission-based jobs: The advertisement need only disclose that fact; no range is required.

Tipped jobs: The advertisement must disclose the tipped nature of the job and the range of base wages (non-tip wages). Applies to both  internal candidates or external candidates, transfers and promotions.

SB 215/HB 636 requires all employers in Virginia, regardless of size, to include a good-faith wage, salary, or wage or salary range in each public and internal posting for a job, promotion, transfer, or other employment opportunity. Employers cannot seek an applicant’s wage or salary history or rely on it when making employment decisions or setting pay, and cannot retaliate against applicants or employees who ask about pay ranges or decline to share their compensation history. Employers may rely on wage history an applicant voluntarily discloses to support a higher offer than first proposed.

SB 5761, the Equal Pay and Opportunities Act, requires employers with 15 or more employees to include the wage scale or salary range and a general description of all benefits and other compensation in each job posting, including for jobs that can be performed remotely from Washington. It applies to employers with one or more Washington-based employees that do business in Washington, or that recruit for jobs that could be filled by a Washington-based employee. Employers must also provide the wage scale or salary range for a new position when an employee requests an internal transfer or promotion.