Pay transparency laws by state (2026): which US states require salary ranges in job postings
There is no federal pay-transparency law in the US, so the rules are set state by state. As of 1 July 2026, 18 of the 51 US jurisdictions (50 states and DC) have a statewide pay-transparency law, and 13 require the salary range in the job posting itself.
Pay transparency laws require employers to share pay information with job applicants and employees. In the US there is no federal pay-transparency law, so the rules are set state by state. The strongest form requires the salary or wage range in the job posting itself, as in California, Colorado, New York and Washington. Others require disclosure only on request or before an offer, as in Connecticut, Nevada and Rhode Island. Most also ban asking candidates about their salary history. The employer size that triggers the duty, and the effective date, vary by state, and more states keep joining, so the picture changes often.
The big picture
There is no federal pay-transparency law in the US. As of 1 July 2026, 18 of the 51 US jurisdictions (50 states and DC) have a statewide pay-transparency law, and 13 of those require the salary range in the job posting itself. More states are joining, so the map keeps changing.
Position as at 1 July 2026. Source.
Which states require the pay range in job postings?
States that require the salary or wage range in the posting itself include California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont and Washington, plus Virginia from 1 July 2026 and DC. Maine follows on 29 July 2026 and Delaware in September 2027. Thresholds and details differ, so check each state's row.
What is the difference between posting and on-request states?
Posting states require the range in the advert, so candidates see it before they apply. On-request states, such as Connecticut, Nevada and Rhode Island, require the employer to give the range at a set point, for example before an offer or on request, but not in the advert itself.
Do these laws ban asking about salary history?
Most do. A salary-history ban stops employers asking candidates what they currently or previously earn, so past pay gaps are not carried forward. Some states with no posting requirement still ban salary-history questions, such as Oregon. Each state's position is shown in the table.
How does this work if you hire through an EOR?
When Teamed is your Employer of Record, the pay-transparency duties for your US employees sit with us: compliant pay ranges in offers and postings, the salary-history rule, and disclosure where a state requires it. You get compliant hiring in each state without tracking 50 different rules yourself.
Pay transparency by state
51 jurisdictions
| Source | |||||
|---|---|---|---|---|---|
| California | In job postings | 15+ employees | 1 Jan 2023 | Yes | source |
| Colorado | In job postings | All employers | 1 Jan 2021 | Yes | source |
| District of Columbia | In job postings | All employers | 30 Jun 2024 | Yes | source |
| Hawaii | In job postings | 50+ employees | 1 Jan 2024 | Yes | source |
| Illinois | In job postings | 15+ employees | 1 Jan 2025 | Yes | source |
| Maryland | In job postings | All employers | 1 Oct 2024 | Yes | source |
| Massachusetts | In job postings | 25+ employees | 29 Oct 2025 | Yes | source |
| Minnesota | In job postings | 30+ employees | 1 Jan 2025 | Yes | source |
| New Jersey | In job postings | 10+ employees | 1 Jun 2025 | Yes | source |
| New York | In job postings | 4+ employees | 17 Sep 2023 | Yes | source |
| Vermont | In job postings | 5+ employees | 1 Jul 2025 | Yes | source |
| Virginia | In job postings | All employers | 1 Jul 2026 | Yes | source |
| Washington | In job postings | 15+ employees | 1 Jan 2023 | Yes | source |
| Connecticut | On request | All employers | 1 Oct 2021 | Yes | source |
| Nevada | On request | All employers | 1 Oct 2021 | Yes | source |
| Rhode Island | On request | All employers | 1 Jan 2023 | Yes | source |
| Delaware | Upcoming | More than 25 employees | 26 Sep 2027 | Yes | source |
| Maine | Upcoming | 10+ employees | 29 Jul 2026 | Yes | source |
| Alabama | No state law | – | – | No | source |
| Alaska | No state law | – | – | No | source |
| Arizona | No state law | – | – | No | source |
| Arkansas | No state law | – | – | No | source |
| Florida | No state law | – | – | No | source |
| Georgia | No state law | – | – | No | source |
| Idaho | No state law | – | – | No | source |
| Indiana | No state law | – | – | No | source |
| Iowa | No state law | – | – | No | source |
| Kansas | No state law | – | – | No | source |
| Kentucky | No state law | – | – | No | source |
| Louisiana | No state law | – | – | No | source |
| Michigan | No state law | – | – | No | source |
| Mississippi | No state law | – | – | No | source |
| Missouri | No state law | – | – | No | source |
| Montana | No state law | – | – | No | source |
| Nebraska | No state law | – | – | No | source |
| New Hampshire | No state law | – | – | No | source |
| New Mexico | No state law | – | – | No | source |
| North Carolina | No state law | – | – | No | source |
| North Dakota | No state law | – | – | No | source |
| Ohio | No state law | – | – | Local only | source |
| Oklahoma | No state law | – | – | No | source |
| Oregon | No state law | – | – | Yes | source |
| Pennsylvania | No state law | – | – | No | source |
| South Carolina | No state law | – | – | No | source |
| South Dakota | No state law | – | – | No | source |
| Tennessee | No state law | – | – | No | source |
| Texas | No state law | – | – | No | source |
| Utah | No state law | – | – | No | source |
| West Virginia | No state law | – | – | No | source |
| Wisconsin | No state law | – | – | No | source |
| Wyoming | No state law | – | – | No | source |
Frequently asked questions
Is there a federal pay transparency law in the US?
No. Pay-transparency requirements are set by individual states and some cities. There is no single federal law requiring salary ranges in job postings.
Do pay transparency laws apply to remote jobs?
Often yes. Several states apply their posting rules to remote roles that could be performed in the state, so one remote posting can trigger several states' rules at once. Check each state's requirements.
Which state has the broadest pay transparency law?
Colorado was the first to require ranges in all postings and remains one of the broadest, applying to all employers with at least one Colorado employee. Maryland, DC and Virginia also apply to employers of all sizes.
Who is responsible if we hire through an Employer of Record?
The EOR is the legal employer, so the pay-transparency duties for those employees sit with the EOR. Teamed handles compliant pay ranges and postings, salary-history compliance, and disclosure where a state requires it.
US employment law is set state by state, and it keeps moving. When Teamed is your legal employer, this is our job in every state: compliant offers, postings and policies that meet each state’s rules, so you can hire across the US without setting up 50 payrolls or reading 50 statutes.
