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 24 September 2026, 18 of the 51 US jurisdictions (50 states and DC) have a statewide pay-transparency law, and 14 require the salary range in the job posting itself. Connecticut joins them on 1 October 2026.
Maine now needs pay ranges in job ads, and Connecticut is next
What happened
Since 29 July, Maine employers with 10 or more staff must put the pay range in job ads. Connecticut has passed a law that makes every employer do the same from 1 October. Connecticut ads must also say what the benefits are.
What it means for you
If you post jobs open to people in Maine or Connecticut, show a real pay range. In Connecticut, add a short note on benefits too. A remote job that reports to a Connecticut office counts.
Dates to know
- 1 October 2026Connecticut job ads must show the pay range and the benefits.
- 26 September 2027Delaware's rules start for employers with more than 25 staff.
Source: Connecticut General Assembly. We check this page every week. Last checked .
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. Connecticut moves to a posting requirement on 1 October 2026. 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 24 September 2026, 18 of the 51 US jurisdictions (50 states and DC) have a statewide pay-transparency law, and 14 of those require the salary range in the job posting itself. Connecticut joins them on 1 October 2026, so the map keeps changing.
Position as at 24 September 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, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia and Washington, plus DC. Connecticut joins them on 1 October 2026 and Delaware follows 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. Connecticut leaves this group on 1 October 2026.
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.
Hiring across the US?
What Teamed handles for you across the US
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.
These sit with us
- Pay ranges included in postings where a state requires it
- The salary-history rule applied per state
- Pay scale disclosed to applicants and employees on request
- Records kept where a state requires them
You keep
The role, the budget and the day-to-day management of your people. We carry the employment duties that come with being the legal employer in each state.
Pay transparency rules now differ by state and sometimes by city, and they bite at the job-posting stage, which is before anyone is even hired.
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 |
| Maine | In job postings | 10+ employees | 29 Jul 2026 | 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 (pay range in job ads from 1 Oct 2026) | 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 |
| 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.
