US pay transparency laws by state: employer guide

Key takeaways

There is no single US pay transparency rule that works for every position. Coverage depends on the employer’s size, the worker’s classification, the work location, reporting line, opportunity type, posting channel and posting date. The state and DC reference distinguishes automatic posting duties from disclosure upon request, interview-stage disclosure, salary-history protections and enacted future requirements.
Remote work does not create one nationwide answer. California’s Labor Commissioner applies its 15-employee posting rule when a position may be filled in California, including remotely. New York covers advertised work performed in the state and out-of-state work reporting to a New York supervisor, office or work site. Each state and local ordinance must still be checked separately.
A salary range is only one part of compliance. California generally requires the pay scale in the posting itself, while Washington also requires a general description of benefits and other compensation. Illinois separately requires covered employers to notify current employees about an externally published opportunity within 14 calendar days. New York requires an opportunity-specific good-faith range rather than an open-ended minimum.
The disclosure obligation follows the hiring stage. External advertisements, internal postings, promotions, transfers, unposted opportunities and third-party job boards can trigger different rules. New York holds employers responsible for advertisements they approve through a recruiter or board, but not for unauthorized scraped reposts. Illinois also requires disclosure to an applicant who asks when no covered public or internal posting was available.
State and local rules can coexist with federal protections. Covered employees may discuss wages with coworkers under the National Labor Relations Act, while separate state laws restrict salary-history inquiries. These protections are different from posting requirements, and independent contractors fall outside NLRA coverage. Whether a contractor opportunity is covered by a state posting statute requires a jurisdiction-specific review; Illinois expressly exempts independent-contractor positions from its posting duty.
Brightmine identified no statewide posting duty in 33 states in its October 1, 2026 survey. That limited finding says nothing about other pay-related rights, local ordinances, or future or proposed legislation.

What do pay transparency laws cover?

Pay transparency rules govern different points in the hiring process. Some require pay information in a job posting; others require disclosure after an applicant or current worker asks. Salary-history restrictions, pay-equality duties and the federal right to discuss wages are separate legal mechanisms, so a state rule should not be treated as a complete compliance checklist.

Job posting, on-request and employee disclosure

An automatic posting duty applies when the employer and opportunity fall within a state rule. California requires employers with at least 15 employees to include the pay scale for the position in a job posting. The Labor Commissioner interprets that duty to cover a position that may be filled in California, whether in person or remotely, provided at least one employee counted toward the threshold is located in California. The pay scale must appear in the posting itself, not behind a link.

Other states define disclosure differently. Massachusetts requires employers with at least 25 employees to disclose wage ranges in job postings and to applicants and current workers at specified request or employment stages. Rhode Island’s statewide rule provides for wage-range disclosure upon an applicant’s request, at hiring and upon an internal transfer; it is not an automatic posting requirement.

Timing also matters. Nevada’s statute requires a wage or salary range or rate after an applicant completes an interview, with related conditions for promotions and transfers. Illinois requires disclosure to an applicant who asks when no public or internal posting was available, before an offer or discussion of compensation.

Identify the event that triggers disclosure:

the job posting or other employment advertisement;
an applicant’s request;
an employee’s request;
hiring or an internal transfer;
completion of an interview;
an externally published opportunity that also requires notice to current employees.

Salary-history bans, pay discussion and pay equity

Salary-history restrictions prohibit or limit an employer from asking applicants for previous or current pay. They do not determine what an employer must publish in a job posting. Virginia’s law combines both subjects: covered public and internal postings must disclose wages, salary or a range, and seeking an applicant’s wage or salary history is prohibited. Philadelphia’s local ordinance similarly restricts salary-history inquiries in covered hiring, although its suggested practice of establishing ranges does not itself establish a posting mandate.

The right to discuss compensation operates through a different mechanism. The National Labor Relations Act protects covered employees who communicate with coworkers about their wages. A workplace rule that specifically prevents wage discussion can conflict with that protection. This right does not itself require an employer to publish a salary range, and it does not automatically apply to every worker.

Pay-equity rules address whether compensation is administered without unlawful disparities. They should be reviewed alongside transparency duties because a disclosed range may expose inconsistencies among incumbents or comparable roles. The rules do not create one uniform employer obligation to adjust every difference or resolve every pay-equity issue. The applicable law, worker population, role and facts still determine the required action.

For a hiring team, these mechanisms belong in separate checks:

Posting disclosure: What pay information must appear, and when?
Salary-history inquiry: Where may an employer ask about prior compensation?
Pay discussion: Which policies restrict workers from discussing wages?
Pay equity: Which laws govern disparities and the employer’s response?

Employee roles and independent-contractor boundaries

Worker classification affects some legal protections, but it does not create a nationwide rule for contractor opportunities. The National Labor Relations Board lists independent contractors among the workers excluded from NLRA coverage. That exclusion means the federal wage-discussion protection does not apply to them; it does not decide whether a state or local posting statute covers a contractor role.

Illinois provides a jurisdiction-specific example. Its Equal Pay Act exception for independent-contractor positions also applies to the state’s salary-transparency posting duty. A covered Illinois employer therefore need not apply the posting rule to an independent-contractor position under that provision.

Outside Illinois and the NLRA, review the applicable state or local statute before deciding whether its posting rule covers a contractor opportunity. A contract labeled “1099,” a marketplace arrangement or remote work does not settle that legal question.

Pay transparency laws by state

US jurisdictions differ on whether pay must appear in a posting, be provided on request or follow an interview. Some rules take effect later. Check the current employer threshold, worker coverage and local ordinances for each position.

Effective state and DC requirements

Jurisdiction	Status and effective date	Coverage trigger	Disclosure timing and content	Authoritative source
Alabama	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Alaska	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Arizona	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Arkansas	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
California	Effective	Employer with at least 15 employees; at least one counted employee must be in California. Includes a position that may be filled in California, in person or remotely.	Pay scale in the posting itself: a good-faith salary or hourly range for the position. Benefits generally need not be posted; a piece-rate or commission range may be required. Applicants and employees may also request the applicable scale.	California Labor Commissioner, California Equal Pay Act FAQ
Colorado	Effective	Employers with at least one Colorado employee; agency guidance says employers with no Colorado employee at the hiring decision are outside this duty.	Covered specific internal and public notices must state compensation, benefits, and how and when to apply. The cited guidance is interpretive rather than binding law.	Colorado Department of Labor and Employment, INFO #9, Part 2
Connecticut	Effective October 1, 2026	All employers in Connecticut with at least one employee. The survey identifies positions performed in Connecticut or reporting directly to a Connecticut supervisor, office or worksite; verify the statutory geographic trigger before relying on it.	Internal or public advertisements must state wages or a wage range and give a general description of benefits.	Connecticut Public Act 26-12, § 2; Brightmine state survey
Delaware	Enacted; effective September 26, 2027	Covered internal or external opportunity notices, subject to statutory exceptions.	Compensation range, general benefits and other compensation. Temporary, interim or acting opportunities requiring an immediate hire are exempt.	Delaware Code, Title 19, § 709C
District of Columbia	Effective	Employers with District employees	Minimum and maximum salary or hourly pay in postings soliciting District employees; healthcare benefits must be disclosed before the first interview.	District of Columbia Attorney General, Wage Transparency Act advisory
Florida	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Georgia	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Hawaii	Effective January 1, 2024	Employers with at least 50 employees posting job listings	Hourly rate or salary range that reasonably reflects expected compensation.	Hawaii Department of Labor and Industrial Relations, Act 203 pay transparency FAQ
Idaho	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Illinois	Effective January 1, 2025	Employers with at least 15 employees; covers specific postings for Illinois work and out-of-state work reporting to an Illinois office, worksite or supervisor.	Pay scale and benefits in covered internal or external postings. An externally published covered opportunity triggers notice to current employees within 14 calendar days; an internal-only opportunity does not trigger that separate notice.	Illinois Department of Labor, Equal Pay Act pay transparency FAQ
Indiana	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Iowa	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Kansas	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Kentucky	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Louisiana	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Maine	Effective July 29, 2026	Employers with at least 10 employees	Anticipated pay range in advertisements for available positions.	Maine Department of Labor, pay transparency announcement
Maryland	Effective October 1, 2024	Covered internal or external job postings; the duty covers direct posting and posting through a third party.	Good-faith minimum and maximum wage range, general benefits and other compensation.	Maryland Department of Labor, Equal Pay for Equal Work FAQ
Massachusetts	Effective October 29, 2025	Employers with at least 25 employees	Wage ranges in job postings and disclosure to applicants and current employees at specified request or employment stages.	Massachusetts Attorney General, Pay Transparency in Massachusetts
Michigan	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Minnesota	Effective January 1, 2025	Employers with at least 30 employees	Starting salary range or fixed rate in postings for specific available positions, plus general benefits and other compensation.	Minnesota CareerForce, Equal Pay reporting guidance
Mississippi	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Missouri	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Montana	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Nebraska	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Nevada	Effective	Applicants for employment who have completed an interview; related conditions apply to promotions and transfers.	Wage or salary range or rate after the interview. This is an interview-stage disclosure, not an automatic posting-range requirement.	Nevada Revised Statutes, NRS 613; Brightmine state survey
New Hampshire	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
New Jersey	Effective June 1, 2025	Employers with at least 10 employees over at least 20 calendar weeks that do business, employ people or accept applications in New Jersey.	Pay or range, general benefits and other compensation programs in internal and external postings. Temporary-help and consulting firms have a state-specific timing exception.	New Jersey Department of Labor and Workforce Development, pay transparency guidance
New Mexico	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
New York	Effective September 17, 2023	Employers with at least four employees. Covers advertised work performed partly in New York and out-of-state work reporting to a New York supervisor, office or worksite.	Salary or salary range for advertised jobs, promotions and transfers. The range must reflect what the employer genuinely believes it will pay; multiple opportunities require separate ranges.	New York State Department of Labor, Pay Transparency Law FAQ
North Carolina	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
North Dakota	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Ohio	No statewide posting duty identified as of October 1, 2026	Statewide posting threshold and effective date: verify locally; local requirements may apply.	Check Cleveland and Columbus rules where the opportunity is performed.	Brightmine state survey; Cleveland and Columbus municipal sources
Oklahoma	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Oregon	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Pennsylvania	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Rhode Island	Effective	Covered employer; wage-range duties arise upon an applicant’s request, at hiring or internal transfer, and whenever a current employee requests it.	Wage range on request and at the specified employment stages. Rhode Island’s cited agency FAQ sets out an on-request and employment-stage duty, not an automatic statewide posting duty.	Rhode Island Department of Labor, Pay Equity Act FAQ
South Carolina	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
South Dakota	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Tennessee	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Texas	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Utah	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Vermont	Effective July 1, 2025	Employers with at least five employees	Compensation or a compensation range in written advertisements for Vermont openings.	Vermont Attorney General, Employment Law Division guidance
Virginia	Effective July 1, 2026	Covered public and internal postings for jobs, promotions, transfers and other employment opportunities; exact employer and role conditions require current statutory review.	Wage, salary or a wage or salary range. The law also prohibits seeking an applicant’s wage or salary history.	Virginia Code § 40.1-28.7:12; Virginia Department of Labor and Industry update
Washington	Effective	Employers with at least 15 employees posting for Washington-based employees, including work that could be performed remotely by a Washington-based worker. Headcount includes out-of-state staff when the employer has at least one Washington-based worker.	Wage scale or salary range, general benefits and general other compensation in the electronic post. A link may provide additional detail, but the general description belongs in the post.	Washington Labor and Industries, Equal Pay and Opportunities Act Q&A
West Virginia	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Wisconsin	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law
Wyoming	No statewide posting duty identified as of October 1, 2026	Other rights and local ordinances may still apply	Posting threshold and effective date: verify locally	Brightmine state survey; verify current state and local law

The effective rules are not interchangeable. California centers the pay scale in the posting. Washington adds benefits and other compensation. Illinois connects an external posting to a separate employee notice. New York makes the range and hiring opportunity specific. Massachusetts and Rhode Island extend disclosure to applicants or current workers at defined stages. Nevada places its disclosure after the interview.

That is why the table cannot reduce a state to a single “salary range required” label. Check the worker and employer threshold, the location and reporting facts, the opportunity, the channel and the timing before deciding which row controls.

Enacted rules that take effect later

An enacted future rule should appear in the compliance calendar without being treated as a current posting requirement. Delaware’s § 709C takes effect on September 26, 2027. Once effective, covered internal and external opportunity notices must include the hourly or salary compensation range and general descriptions of benefits and other compensation. Temporary, interim and acting opportunities requiring an immediate hire are exempt.

Connecticut’s 2026 amendment took effect on October 1, 2026, so it belongs in the effective-rule rows rather than the future category.

For employers preparing future changes, record the effective date alongside the posting affected. A job posted before a future rule takes effect should not be labeled as violating that rule, while a covered opening published after the date may require revised content. If legislation remains proposed rather than enacted, it should stay outside the operative rule table and be monitored separately.

Local ordinances and states without a statewide posting rule

A state without a statewide posting duty can still have local requirements. The selected local examples show different legal triggers and obligations:

New York City: Since November 1, 2022, covered advertisements for jobs, promotions or transfers performed in New York City have required a good-faith pay range. The local rule predates New York’s statewide requirement.
Columbus, Ohio: The 2025 ordinance applies to employers with at least 15 employees within Columbus and specific external openings. It requires a reasonable salary range or scale and excludes internal transfers, promotions and independent-contractor work. Enforcement timing should be checked separately.
Cleveland, Ohio: Since October 27, 2025, employers with at least 15 city employees must include a salary range or scale in formal job postings. The ordinance also prohibits salary-history questions for covered applicants.
Philadelphia: Its Wage Equity Ordinance prohibits salary-history inquiries in covered hiring. The agency’s suggested practice of establishing ranges for open positions is not itself proof of a posting-range mandate.

Brightmine’s October 1, 2026 survey marked Alabama, Alaska, Arizona, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Michigan, Mississippi, Missouri, Montana, Nebraska, New Hampshire, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, South Carolina, South Dakota, Tennessee, Texas, Utah, West Virginia, Wisconsin and Wyoming as having no statewide posting-range requirement. Brightmine cautions that its survey may not be exhaustive.

That qualification matters. It does not establish that these states have no salary-history restriction, on-request duty, pay-equality rule, proposed legislation or local ordinance. For each role, determine where the employee will work and check:

the current state statute and agency guidance;
ordinances for every city or county within the permitted work area;
on-request, interview-stage and salary-history provisions;
pending or future changes that affect the compliance calendar;
the worker’s classification and the employer’s size.

For a position in any of these states, also check the applicable local and non-posting rules.

Which rules apply to remote and multi-state jobs?

The applicable rule depends on the position’s permitted work locations, reporting line, employer size and worker classification. “Remote” and “multi-state” do not select one jurisdiction automatically. You need to collect those facts, map them to each potentially applicable state or locality, and then verify the current rule for the posting date.

Where the position can be performed

Start with where the employer actually allows the worker to perform the job. California’s Labor Commissioner applies the state’s 15-employee posting rule when a position may be filled in California, whether in person or remotely. At least one employee counted toward the threshold must be located in California. A California rule can therefore apply even if the recruiting employer has its headquarters elsewhere.

New York applies a different location test. Its rule covers advertised jobs, promotions and transfers performed partly in New York. Out-of-state work can also fall within the rule when it reports to a New York supervisor, office or work site. The agency’s examples show why the wording of the job matters: a position permitted in several states can have more than one potentially applicable jurisdiction, while the facts of a specific reporting arrangement determine whether New York’s rule reaches the role.

Illinois similarly covers specific postings for work performed in Illinois and out-of-state work reporting to an Illinois office, worksite or supervisor. New Jersey’s rule turns on whether the employer does business, employs people or takes applications in New Jersey. Colorado’s current agency guidance says its posting duty reaches employers with at least one Colorado employee; the guidance is interpretive rather than binding law.

For a genuinely multi-state position, list every state where the worker may perform the job. A restriction such as “must reside in California” creates a different fact pattern from a nationwide remote role. Do not reduce the role to the employer’s registered location or the state where the recruiter sits.

Reporting lines and employer location

The reporting line can extend coverage beyond the worker’s home state. New York covers out-of-state work reporting to a New York supervisor, office or work site. Illinois uses a similar connection to an Illinois office, worksite or supervisor.

Those examples still require the full facts. New York’s FAQ gives a counterexample in which a supervisor works from a New York home while the employer’s leadership and primary location are elsewhere; the posting is not required in that scenario. A home address, an office in the state and a reporting relationship to a supervisor in the state are different facts. Record each one separately.

Employer location and size are additional filters:

California: At least 15 employees, with at least one counted employee currently located in California.
New York: At least four employees.
Washington: At least 15 employees, including out-of-state staff when at least one Washington-based employee is counted. The rule reaches remote work that could be performed by a Washington-based worker.
Illinois: At least 15 employees.
New Jersey: At least 10 employees over 20 or more calendar weeks, where the employer does business, employs people or accepts applications in New Jersey.
Colorado: Under the current agency guidance, at least one Colorado employee. The guidance says employers with no Colorado employee at the hiring decision are outside its posting duty.

Do not use one state’s headcount rule as a proxy for another. Employee counts can use different periods, locations and counting methods. New Jersey’s reference to 20 or more calendar weeks illustrates why the qualifying period belongs in the record.

A position-to-rule checklist

Use this sequence for each open role:

Identify the employer and worker. Record the legal employer, the worker’s classification and the employer size under each candidate jurisdiction’s counting rule.
List permitted work locations. Capture every state and locality where the position may be performed, not only the employer’s headquarters.
Map the reporting line. Identify the supervisor, office and worksite associated with the role and whether any fall in a candidate jurisdiction.
Identify the opportunity. Determine whether the employer will advertise the role externally, internally, through a third party, or not at all, and whether it concerns a promotion or transfer.
Record the posting date. Check which rules were effective when the opportunity was published or republished.
Check each jurisdiction separately. Apply the employer threshold, location trigger, worker classification, disclosure content, timing and channel requirements.
Document the result. Save the rule, source, coverage analysis and the versions sent to each controlled channel.

A four-step check: identify the employer and role, permitted work locations, reporting line, and applicable jurisdiction's posting rule. — California and New York use different location tests. Check the applicable jurisdiction, employer threshold and current rule for each position. California Labor Commissioner · New York State Department of Labor · New York State Department of Labor: Pay Transparency Law

For a remote role, the final decision record should show the complete chain from facts to rule:

Decision point	Record	Why it changes the result
Employer	Legal employer and size calculated under each candidate rule	Determines whether the employer threshold is met.
Worker	Employee or independent-contractor classification	Affects federal coverage and some state rules, including Illinois’s contractor exception.
Work location	Every state or locality where the role may be performed	Determines which state and local posting rules may apply.
Reporting line	Supervisor, office and worksite	New York and Illinois can cover out-of-state work through these connections.
Opportunity	Job, promotion, transfer, internal move or unposted hire	Determines the disclosure content and timing.
Channel	Company site, recruiter, job board or employee notice	Determines who controls the posting and which version can be corrected.
Date	Original publication and republication dates	Determines whether the rule was effective when the posting appeared.

A remote role can require more than one state’s analysis, but it does not justify applying every state’s rule automatically. Work from the facts above, test each jurisdiction and record both coverage and the reason a jurisdiction does not apply.

What must be disclosed, and when?

The disclosure depends on the opportunity, channel and jurisdiction. The required content may include a salary range, benefits and other compensation, while the timing can fall at publication, on request, after an interview, at hiring or during an internal move. A compliant public advertisement does not satisfy every duty attached to the hiring process.

Salary range, benefits and other compensation

The required content differs by state. California requires the pay scale in the posting itself: a good-faith estimate of the salary or hourly range for the position. Benefits generally need not appear in the posting, although a piece-rate or commission range must be included when that compensation form applies.

Washington requires more. A covered electronic posting must contain a wage scale or salary range, a general description of benefits and a general description of other compensation. The employer may link to a more detailed benefits description, but the general description still belongs in the post.

Connecticut and New Jersey also require a general benefits description alongside wages or a range. Maryland requires a good-faith minimum and maximum wage range, general benefits and other compensation. Minnesota requires a starting salary range or fixed rate, together with general benefits and other compensation.

New York defines the range by the employer’s actual hiring intent. The disclosed amount must be a good-faith minimum and maximum or fixed rate based on what the employer genuinely believes it will pay. An open-ended minimum is unacceptable, and a posting that covers multiple locations or levels must provide a range for each opportunity.

The District of Columbia uses a different sequence. A covered employer must put minimum and maximum salary or hourly pay in postings soliciting District employees and disclose healthcare benefits before the first interview.

Use a content matrix for each covered position:

Disclosure element	What the supported state rules require
Base compensation	Salary range, hourly range, fixed rate, minimum and maximum range, or commission or piece-rate range, depending on the jurisdiction and compensation form
Benefits	General benefits description in Washington, Connecticut, New Jersey and Maryland; healthcare benefits before the first interview in DC; generally not required in California’s posting
Other compensation	General description in Washington, Maryland and Minnesota; other compensation programs in New Jersey
Opportunity	Separate range for each New York opportunity when locations or levels differ
Range standard	California and New York refer to a good-faith estimate; New York expects the employer’s genuine willingness to pay

These rows are not a national checklist. If a role is covered by more than one jurisdiction, apply each rule to the content required in that jurisdiction.

External ads, internal moves and unposted opportunities

An external advertisement does not stand alone. Illinois covers specific internal and external postings. When a covered opportunity is published externally, the employer must notify all current employees about the promotional opportunity within 14 calendar days. An internal-only opportunity does not trigger that separate notice.

New York covers advertised jobs, promotions and transfers. The rule does not require an employer to create a posting for every opportunity, so a role that the employer chooses not to advertise must be assessed under the other applicable duties rather than through the posting provision alone.

Other states expressly address internal opportunities and later stages:

Maryland: Internal and external job postings must contain the range, general benefits and other compensation.
New Jersey: Internal and external postings are covered.
Virginia: Public and internal postings for jobs, promotions, transfers and other employment opportunities must disclose wages, salary or a range.
Vermont: Written advertisements for Vermont openings must state compensation or a range.
Rhode Island: The wage range must be disclosed upon an applicant’s request, at hiring or an internal transfer, and whenever an employee requests it.

Illinois also addresses the unposted case. If no public or internal posting was made available, an applicant who asks must receive the pay scale and benefits before an offer or discussion of compensation. Nevada uses an interview-stage model: an applicant who has completed an interview must receive the wage or salary range or rate, with related conditions for promotions and transfers.

Map the disclosure to the event:

External publication: Put all content required for that state and channel in the posting itself.
Internal posting or promotion: Add the required range, benefits and other compensation; determine whether an external publication would also trigger notice to current employees.
Unposted opportunity: Check the request, interview, offer or hiring stage rather than assuming there is no duty.
Employee request: Check whether the state requires a range at hire, during a transfer or whenever an employee asks.
Effective date: Use the rule in force when the posting was made or republished.

Recruiters, job boards and reposts

The employer’s responsibility for a third-party posting depends on the jurisdiction and the employer’s control over the advertisement. New York holds employers responsible for advertisements they approve for posting through a recruiter or board. It does not hold them responsible for scraped reposts made without the employer’s knowledge or consent. The distinction is approval and control, not merely the appearance of a job on an external site.

Washington requires the general benefits and other-compensation description in the electronic posting. A link can provide additional detail, but cannot replace the general description in the posting itself. Illinois goes further on evidence: its guidance recommends retaining a visual representation of the published posting and records of what was sent to a third party and when. The department may request those records during a complaint.

New Jersey’s rule covers internal and external postings, while its agency guidance gives temporary-help and consulting firms a specific timing exception: they need not provide pay, general benefits and other compensation programs in the posting, but must provide them at the interview or hiring stage for a specific opening. Do not extend that exception to employers outside that category.

Assign responsibility for each controlled channel:

The hiring owner confirms the location, worker classification, opportunity and required content before publication.
The compensation owner approves the range and any state-specific content.
The recruiter or job-board owner sends the approved posting and records what was transmitted, when and through which channel.
The system owner preserves the version displayed by each channel and flags changes to the role, location, range or benefits.
The escalation owner handles deficient versions and jurisdiction-specific correction requirements.

An employer should not rely on the absence of a salary range in a repost to decide that no correction is needed. First determine whether the employer approved the advertisement, whether the repost remains live, which rule governs it and whether a state-specific correction process exists.

How should employers set and explain a pay range?

A defensible range reflects the opportunity the employer is actually trying to fill, the employer’s genuine budget and the applicable state standard. Broad numbers or an open-ended minimum may satisfy the appearance of disclosure while failing the job-specific good-faith requirement.

A good-faith range for the actual opportunity

New York’s Department of Labor expects a salary range to reflect what the employer genuinely believes it is willing to pay when the position is advertised. Its guidance rejects an open-ended salary range and requires a separate range for each opportunity when a posting covers multiple locations or levels.

California similarly describes the posted pay scale as a good-faith estimate of the salary or hourly range upon hire. For a role paid through commissions or piece rates, the good-faith estimate must cover that compensation range.

Build the range from the facts of the opening rather than from a generic company band:

The actual role: Confirm the job level, responsibilities, required experience, education and skill profile. A range published for a different opening does not support the advertised position.
The work location: Check whether the jurisdiction requires different amounts for different locations or opportunities. New York requires a range for each opportunity when locations or levels differ.
The hiring intent: Record what the employer is prepared to pay for this opening and the approved budget for the role.
The compensation form: Decide whether the range covers salary, hourly pay, fixed pay, commission or piece rates.
Benefits and other compensation: Determine whether the applicable rule requires a general description alongside the range. Washington, Maryland, Minnesota, Connecticut and New Jersey do; California generally does not require benefits in the posting.
The applicable standard: Identify whether the jurisdiction uses a good-faith test or another specified approach to the minimum, maximum and range.

For example, if one vacancy is available in New York and California at different levels, the employer should document the hiring intent for each opportunity and determine whether each advertisement needs its own range. If the role is commission-based in California, a salary range alone will not answer the disclosure requirement.

Keep the rationale with the posting approval record. The record should show who selected the range, which location and level it covers, what hiring budget supported it and which benefits or other compensation accompany it. That evidence lets the team update a posting when the role, location or budget changes.

Disclosure mandates can change posting behavior. A 2025 NBER study of a limited US policy sample found that the share of online postings with salary information rose by about 30 percentage points after the mandates it studied. Its wage estimates were observational, so they do not predict what will happen at a particular employer or establish a required range width. The practical lesson is narrow: disclosure changes the information employers publish, and the team still needs a defensible range for its specific opening.

Transparency isn’t just about the what (whether that’s pay ranges or other data), it’s about the how and why.
— Boyd Davis, global head of compensation planning at Unit4 in 2022

Current employees and pay equity questions

A published range can reveal differences between the advertised opportunity and what current employees receive for comparable work. Before publication, review comparable roles by level, location, experience and responsibilities, then determine which differences require explanation, correction or another response under the applicable pay-equality law.

Disclosure does not create one universal duty to raise every incumbent’s pay to the bottom of the new range. The legal response depends on the relevant statute and the facts behind the difference. A range can still be problematic if it was set without regard to existing compensation, if it reflects an unlawful pay practice, or if the employer applies it inconsistently.

Prepare managers for the questions that follow publication:

Which factors support the minimum and maximum?
Why does the range differ from another location or level?
How does the advertised range compare with pay for comparable current roles?
Who reviews exceptions and approves changes?
What explanation can be given without disclosing another worker’s confidential compensation?

Document the internal review separately from the public range rationale. Keep the comparable-role analysis, identified inconsistencies, decisions, approvals and any changes in compensation. That creates a record of what the employer knew, what it reviewed and how it responded.

A 2025 NBER study examined wage outcomes around a limited set of US disclosure policies, but its estimates cannot establish a universal internal-pay adjustment rule. Treat the incumbent review as a risk-control and decision process: determine whether existing pay aligns with the employer’s stated compensation logic, investigate material inconsistencies and document the response under the law that applies to the company and workers.

Salary-history restrictions and pay-discussion rights govern different activities from job-posting disclosure. Review them separately from the pay-range requirements so a compliant advertisement does not conceal a prohibited interview question or an unlawful workplace restriction.

Salary-history questions

A salary-history rule limits what an employer may ask about an applicant’s current or previous compensation. It does not determine whether a job advertisement must contain a salary range, and it does not establish a general right to demand salary history.

Virginia’s pay transparency provision expressly combines two duties. Covered public and internal postings for jobs, promotions, transfers and other employment opportunities must disclose wages, salary or a wage or salary range, while seeking an applicant’s wage or salary history is prohibited.

Philadelphia takes a local approach. Its Wage Equity Ordinance prohibits covered employers from using job applications that request salary-history information. The municipal agency’s suggested practice of establishing salary ranges for open positions does not establish a separate posting-range mandate.

For hiring teams, the review should cover every place prior compensation could be requested:

application and candidate-profile fields;
recruiter screens and interview scripts;
questions about expectations or previous offers;
requests for a candidate’s compensation history or current salary;
third-party recruiting instructions that direct staff to collect salary history.

Record whether the rule applies to the employer, applicant, opportunity and jurisdiction. The federal wage-discussion protection discussed below does not authorize an employer to seek salary history. State and local restrictions provide separate legal bases, with their own scope and exceptions.

The reason to audit these fields is behavioral as well as legal. In a randomized audit involving 256 recruiters and 2,048 fictitious software-engineer applications, recruiters offered higher salaries when an applicant disclosed a higher prior salary and drew negative inferences when salary history was not disclosed. The experiment measured recruiter evaluations, not actual hires or realized wages, and it did not test a particular state ban. It nevertheless shows why a salary-history field can affect evaluation independently of the range printed in an advertisement.

Employees discussing pay

The National Labor Relations Act protects covered employees who communicate with coworkers about their wages. The National Labor Relations Board explains that employees covered by the Act may discuss wages, including when no union represents them. A workplace rule that specifically prohibits wage discussion can conflict with that protection.

This federal right differs from a state posting law:

Posting disclosure requires the employer to publish or provide specified compensation information to applicants or workers.
Wage-discussion protection restricts interference with covered employees’ conversations about their pay.
Salary-history restrictions limit employer inquiries about prior compensation.

Worker classification also matters. The National Labor Relations Board lists independent contractors among the workers excluded from NLRA coverage. That exclusion means the federal wage-discussion protection does not extend to independent contractors. It does not resolve whether a state posting statute covers a contractor opportunity; that requires a separate jurisdiction-specific review.

A practical policy review should distinguish:

General confidentiality language: Protect legitimate business and personal information without prohibiting protected wage discussion.
Pay-equity discussion: Permit employees to raise pay disparities and discuss pay with coworkers.
Complaint and investigation rights: Preserve access to internal reporting channels and applicable legal remedies.
Manager instructions: Prohibit retaliation or interference with protected discussion.
Contractor scope: Determine whether a worker is covered before applying the federal rule.

Keep these controls separate in the compliance record. A state posting disclosure does not prove that an interview script is lawful, and a compliant interview script does not prove that the advertisement contains every required disclosure.

How can a hiring team put the rules into practice?

Turn pay transparency into a controlled workflow before the job opens. Assign responsibility for the legal and compensation analysis, centralize approval, preserve what each channel displayed, and require a review whenever the location, role, range or employer threshold changes.

Assign owners for locations, roles and channels

The employer, role, work locations, reporting line, opportunity and channel determine which rules apply. Assign each of those decisions to an owner who can document the answer.

A workable responsibility map separates the following tasks:

Decision or action	Accountable owner	Record to retain
Employer size and worker classification	HR or legal	Headcount calculation, counting period, worker classification and jurisdictional exceptions
Permitted work locations	Hiring manager and recruiting lead	Approved location language and exclusions
Reporting line	HR or legal	Supervisor, office and worksite details for the opportunity
Applicable state and local rules	Legal, HR or a designated compliance owner	Rule, effective date, coverage analysis and source
Pay range and benefits content	Compensation owner	Range rationale, approved levels, location, budget and required benefits description
Applicant and employee notices	Recruiting and People Operations	Recipient list, notice date, channel and content
Recruiter and job-board publication	Recruiting operations or the accountable vendor owner	Approved copy, transmission details and publication date
Posting corrections	Legal or HR compliance owner	Deficiency, correction, deadline, channel update and closure record

No owner needs access to every system, but each handoff needs an owner. When a recruiter receives an approved posting for distribution, the team should know who may send it, where the copy comes from and how later changes reach that recruiter. A job board may display an older range after the company has updated its own site. The channel owner should therefore know which postings it controls and how to remove or replace stale versions.

For Illinois, the handoff is especially concrete: an externally published covered opportunity triggers notice to current employees within 14 calendar days. The recruiting owner must know when publication occurred and the People Operations owner must know when the notice was sent. Recording only the company’s own posting does not demonstrate completion of the separate employee-notice duty.

Preserve posting versions and range decisions

Keep the published version, the approval trail and every controlled-channel update. Illinois Department of Labor guidance recommends retaining a visual representation of what the posting looked like when published, along with records of what the employer transmitted to a third party and when. The department may request those records during a complaint.

Preserve a visual copy of the published posting, then record what was sent to a third party and when; the agency may request these records if a complaint is made. — Illinois Department of Labor guidance recommends retaining the published posting and third-party transmission records; the agency may request them during a complaint. Illinois Department of Labor

The Illinois guidance does not establish a universal retention period for every state. It does show why the original version matters. If a posting is challenged, the team should be able to reconstruct:

the opportunity, employer and posting date;
the jurisdictions selected for review;
the approved range and its rationale;
the required benefits and other-compensation description;
the external posting, internal opportunity and employee-notice steps;
the copy displayed in each company-controlled channel;
what the employer approved for each recruiter or job board;
the date and content of each transmission;
any correction, republication and withdrawal.

Keep the range decision with the posting record. The file should identify the role, level, location, compensation form, minimum and maximum, hiring budget and approver. If the employer changes the salary or removes a location, preserve both the original approval and the reason for the change.

A version log can use these fields:

Version and date	Opportunity, locations and level	Range; benefits and other compensation	Channels updated	Approved by
1.0; publication date	Original role; approved location and level	Original minimum and maximum; required content by jurisdiction	Company site, recruiter, board	Named approver
1.1; change date	Same or revised role; revised location or level	Revised amount and rationale; updated benefits and other-compensation description	Every controlled channel	Named approver
1.2; correction date	Same role; confirmed scope	Corrected range; corrected benefits text	Channels that carried the deficient version	Named approver

The log should also capture unauthorized scraped reposts separately. New York does not hold employers responsible for scraped reposts made without their knowledge or consent, but a live inaccurate copy can still create application and candidate-management problems. Record its status, remove it where possible and distinguish it from advertisements the employer approved.

Train recruiters and review changes

Recruiters need a short decision path rather than a general reminder about pay transparency. Training should explain which steps they control: permitted location, opportunity type, approved content, publication date and channel. It should also cover the questions recruiters must not ask about salary history and the limits of federal wage-discussion protections.

Give recruiters a release checklist:

Confirm the employer threshold, worker classification and applicable jurisdictions.
Verify the permitted work locations and reporting line.
Confirm whether the opportunity is external, internal, a promotion, a transfer or unposted.
Check the required range, benefits and other-compensation description for each jurisdiction.
Use the approved posting version rather than editing the range locally.
Record where the opportunity will be published and when.
Avoid asking about prior compensation or directing applicants to provide salary history.
Escalate missing content, stale ads and channel changes to the designated owner.

Training should use current examples from the company’s own openings. A software role open in several states may require a different posting from a temporary role open in one city. A promotion and an external advertisement may also trigger different workflows under the same state rule.

Review changes when the employer crosses a size threshold, the role gains a new location, the reporting line moves, the compensation form changes, the range changes or a third party republishes the advertisement. Also review the workflow when a state or local rule takes effect, an agency publishes guidance or a complaint identifies a control failure.

Keep the review focused on decisions the hiring team can change. Record the rule checked, the facts reviewed, the owner, the outcome, the required posting changes and the date. That gives the team a usable audit trail without treating every recruiter action as a separate legal determination.

What happens when a disclosure is missing or wrong?

Correct the deficient posting promptly, preserve the original version and use the process provided by the applicable jurisdiction. Cure periods, complaint deadlines and enforcement routes vary, so no single process applies to every state.

Correcting a posting

Start by identifying what was wrong: a missing range, incomplete benefits language, a stale version, an unauthorized repost or a posting for an opportunity outside the employer’s coverage. Then determine which channels carried it and which state or local agency has jurisdiction.

Washington provides a specific correction process. After written notice alleging a deficient posting, an employer has five business days to correct it. If the employer corrects the posting within that period, Washington Labor and Industries closes the complaint. The correction must address the deficient content across every controlled channel; changing one page while an outdated recruiter advertisement remains live leaves the exposure unresolved.

Illinois uses a different sequence. After the department finds an active posting violation, the employer receives 14 days to cure a first offense and seven days for a second. A third or subsequent offense has no cure period. A correction does not erase the underlying allegation or guarantee a particular outcome.

For other jurisdictions, do not import Washington’s five-day period or Illinois’s offense-based cure periods. Check the current state statute, agency guidance and local ordinance. The agency and legal basis for the notice can affect the deadline and the response.

The correction record should show:

the deficient posting and the original version;
the jurisdiction and rule applied;
the date the employer learned of the deficiency;
the corrected content and its approval;
every channel updated or withdrawn;
the date and method of any required notice;
the agency’s response, if one was required.

Complaints, enforcement and evidence

Complaint routes are jurisdiction-specific. California’s Labor Commissioner allows a person who claims to be aggrieved by a pay-transparency violation to file a complaint within one year after learning of the violation. This is an allegation route, not a finding that a violation occurred.

Under Washington’s procedure, the agency may proceed with enforcement if a deficient posting is not corrected within five business days after written notice; a civil action may also be brought. The written notice starts that specific correction process.

Illinois can request evidence of what the employer published and transmitted to third parties. The agency may ask an employer to demonstrate compliance with the posting requirement. The employer should therefore be able to produce the published version, the range approval, posting and republication dates, third-party transmission records, internal employee notices and any correction log.

Allegations and findings must remain separate. Washington’s FY2025 Equal Pay and Opportunities Act data grouped 114 closed complaints and investigations across posting, wage-history, discussion and pay-discrimination matters. The agency’s report cannot be used as a posting-only compliance rate because the categories combine several legal mechanisms.

For an applicant, preserve the material before reporting a missing range:

Save the posting as it appeared, including the URL, posting date and any version information.
Capture screenshots or an export of the advertisement and its channel.
Record the position, employer, work location and whether the opportunity was external or internal.
Save recruiter communications about the range and any later correction.
Note whether the posting changed after the applicant complained.
Identify the state or local agency responsible for the role and verify its complaint route.

Do not promise that a complaint will produce a range, a hiring decision or a particular penalty. The agency decides whether to investigate, the evidence determines the outcome and the available remedy depends on the law that applies. The purpose of preserving the posting version is to establish what applicants actually saw and whether the employer corrected it.

Employers should keep the original posting, correction history, channel record and response documents together. Applicants should keep the deficient version, the reporting trail and any change that occurred after the complaint. Each side then has a clear record of the event rather than a retrospective reconstruction.

Frequently asked questions

Is there a federal law requiring salary ranges in every job posting?

No general federal law requires salary ranges in every US job posting. Squire Patton Boggs’s 2026 US employment-law chapter describes state and municipal rules as the source of posting and applicant-disclosure duties.

Congress has considered a national requirement. The Salary Transparency Act, H.R. 2007, would amend the Fair Labor Standards Act to require employers to disclose wage ranges to employees and applicants, but the official congressional record lists it as a bill introduced in the House, not enacted law.

Federal law still provides separate protections. The National Labor Relations Act protects covered employees who discuss wages with coworkers, including when no union represents them. It does not itself require employers to publish a salary range in each job posting. For a specific position, check the applicable state and local disclosure rules in the table.

Do small employers have to disclose pay?

There is no single small-employer threshold for the entire country. The applicable limit depends on the jurisdiction:

California applies its posting rule to employers with at least 15 employees, counting at least one employee in California.
New York applies its rule to employers with at least four employees.
Washington applies its rule to employers with at least 15 employees, with at least one Washington-based worker counted.
Illinois applies its rule to employers with at least 15 employees.
New Jersey applies its rule to employers with at least 10 employees over 20 or more calendar weeks that do business, employ people or accept applications in New Jersey.
Massachusetts applies its rule to employers with at least 25 employees.
Vermont applies its rule to employers with at least five employees.
Hawaii applies its rule to employers with at least 50 employees posting job listings.

A smaller employer may still face an on-request or interview-stage duty, a salary-history restriction, a local ordinance or a rule with a different counting method. Size alone does not settle coverage.

Do remote job postings need a salary range?

Sometimes, but remote status alone does not decide the issue. Check the employer, role, permitted work locations, reporting line, opportunity, posting date and worker classification.

California’s rule reaches a position that may be filled in California, including remotely, when the employer has at least 15 employees and at least one counted employee is in California. New York covers advertised work performed partly in the state and out-of-state work reporting to a New York supervisor, office or worksite. Illinois covers specific postings for Illinois work and out-of-state work reporting to an Illinois office, worksite or supervisor. Washington’s rule can cover remote work that could be performed by a Washington-based worker.

The answer therefore depends on the jurisdiction that the facts connect to the position. A remote listing open in several states may require a review of each candidate jurisdiction.

Can an employer post a broad range?

A range can be broad if it still meets the applicable standard and represents the employer’s genuine hiring intent. Neither the cited California nor New York guidance sets a universal maximum percentage width.

California requires a good-faith estimate of the salary or hourly range for the position. New York rejects an open-ended minimum and expects a good-faith minimum and maximum or fixed rate based on what the employer genuinely believes it will pay. If a New York posting covers multiple opportunities, locations or levels, the agency requires a range for each opportunity.

The employer should document the role, level, location, compensation form, budget and reasoning behind the minimum and maximum. A generic band that covers unrelated roles may fail to answer whether the employer genuinely intends to pay the advertised range for the actual opening.

Do the rules apply to contractor opportunities?

It depends on the jurisdiction. Illinois expressly applies its general independent-contractor exception to its posting duty, so covered Illinois employers do not have to include pay information in a posting for an independent-contractor position under that provision.

The federal National Labor Relations Act excludes independent contractors from NLRA coverage, including its protection for wage discussion. That federal exclusion does not determine whether another state’s posting statute reaches a contractor opportunity. Review the applicable state or local statute for the specific opportunity.

Do not infer coverage or exclusion from a “1099” label, a remote-work arrangement or the absence of an employee-benefits package alone.

What should an applicant do if a posting has no pay information?

First check whether the posting should have contained pay information. The employer’s size, the work location, the reporting line, the opportunity and the posting date determine whether a state or local rule applies. The state and DC table distinguishes automatic posting rules from on-request and interview-stage duties, so a missing range does not by itself establish a violation.

If the rule appears to apply, preserve the evidence before contacting the employer or an agency:

the posting as it appeared, including its URL and date;
screenshots or an export of the advertisement;
the position, employer and work location;
recruiter communications about compensation;
any later correction or repost;
the employer’s response to a request for the missing information.

Then verify the correct agency and its current complaint route. California permits an aggrieved person to file a complaint within one year after learning of the violation. Washington’s written-notice process gives a covered employer five business days to correct a deficient posting; if the posting remains deficient, the agency may proceed with enforcement or a civil action may be brought. Other jurisdictions use different agencies, forms and deadlines.

An applicant can ask the employer for the missing information and preserve the response, but a complaint does not guarantee a range, an offer or a particular penalty. The agency determines whether the claim warrants investigation and what remedy, if any, the law provides.

Sources

California Equal Pay Act FAQ — California Labor Commissioner.
Pay Transparency Law FAQ (P689) — New York State Department of Labor.
New York Pay Transparency Law employer guidance — New York State Department of Labor.
New York Pay Transparency Law FAQ — New York State Department of Labor.
Equal Pay and Opportunities Act Q&A — Washington State Department of Labor and Industries.
Equal Pay and Opportunities Act — Washington State Department of Labor and Industries.
Equal Pay Act salary transparency FAQ — Illinois Department of Labor.
Equal Pay Act salary transparency requirements — Illinois Department of Labor.
Pay Transparency Act — Massachusetts Attorney General.
Maine Pay Transparency Law announcement — Maine Department of Labor.
Public Act 26-12 — Connecticut General Assembly.
Governor signs legislation protecting workers’ rights — Office of the Governor of Connecticut.
Equal Pay for Equal Work FAQ — Maryland Department of Labor.
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Pay transparency update — New Jersey Department of Labor and Workforce Development.
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Pay Equity Act FAQ — Rhode Island Department of Labor.
INFO #9: Equal Pay for Equal Work Act, Part 2 — Colorado Department of Labor and Employment.
Employment law guidance — Vermont Attorney General.
Equal Pay for Equal Work reporting guidance — Minnesota CareerForce.
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Virginia Code § 40.1-28.7:12 — Virginia Law Library.
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Delaware Code, Title 19, § 709C — Delaware Code.
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The Impact of Pay Transparency in Job Postings on the Labor Market — David Arnold, Simon Quach and Bledi Taska, National Bureau of Economic Research, 2025.
Salary History and Employer Demand: Evidence from a Two-Sided Audit — Amanda Agan, Bo Cowgill and Laura K. Gee, W. E. Upjohn Institute for Employment Research, updated February 2024.
How Compensation Leaders Can Seize the Pay Transparency Opportunity — Boyd Davis, WorldatWork, 2022.
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