15 states require a pay range in job postings, and more take effect soon. Check whether yours does, what the posting must say, and how to write a range that complies.
Remote jobs: if someone in a state with a pay range law could do the job, that state's law can apply too. Posting a range on every remote job is the safe choice.
General information, not legal advice. Some cities, such as New York City, Westchester County and Cleveland, have their own rules. Laws checked October 12, 2026.
| State | Who it covers | In effect |
|---|---|---|
| California | 15+ employees | Jan 1, 2023 |
| Colorado | All employers | Jan 1, 2021 |
| Connecticut | All employers | Oct 1, 2026 |
| Delaware | 26+ employees | Sep 26, 2027 (coming) |
| District of Columbia | All employers | Jun 30, 2024 |
| Hawaii | 50+ employees | Jan 1, 2024 |
| Illinois | 15+ employees | Jan 1, 2025 |
| Maine | 10+ employees | Jul 29, 2026 |
| Maryland | All employers | Oct 1, 2024 |
| Massachusetts | 25+ employees | Oct 29, 2025 |
| Minnesota | 30+ employees | Jan 1, 2025 |
| Nevada | On request or before an offer | Oct 1, 2021 |
| New Jersey | 10+ employees | Jun 1, 2025 |
| New York | 4+ employees | Sep 17, 2023 |
| Rhode Island | On request or before an offer | Jan 1, 2023 |
| Vermont | 5+ employees | Jul 1, 2025 |
| Virginia | All employers | Jul 1, 2026 |
| Washington | 15+ employees | Jan 1, 2023 |
15+ employees, since January 1, 2023.
Postings must include the pay scale: a good-faith estimate of the salary or hourly wage range (or piece-rate/commission range) the employer reasonably expects to pay on hire; benefits and bonuses are not required.
Source: www.dir.ca.gov
All employers, since January 1, 2021.
Every internal and external posting must include the hourly or salary rate or range, a general description of benefits and other compensation (bonuses, commissions, tips), and how and when to apply, including an application deadline.
Source: cdle.colorado.gov
All employers, since October 1, 2026.
From October 1, 2026, internal and public postings must show the wage or a good-faith wage range and a general description of benefits; from 2021 to September 30, 2026 the range was owed only on request or before an offer.
Source: www.cga.ct.gov
26+ employees, from September 26, 2027.
Internal and external postings must include the good-faith hourly or salary compensation range and a general description of benefits and other compensation.
Source: legis.delaware.gov
All employers, since June 30, 2024.
All job listings and position descriptions must state the good-faith minimum and maximum projected salary or hourly pay, and applicants must be told before the first interview whether healthcare benefits are offered.
Source: code.dccouncil.gov
50+ employees, since January 1, 2024.
Job listings must disclose an hourly rate or salary range that reasonably reflects the actual expected compensation.
Source: www.capitol.hawaii.gov
15+ employees, since January 1, 2025.
Postings must include the pay scale (wage or salary, or range) and a general description of benefits and other compensation such as bonuses or stock options, either in the posting or through one hyperlink.
Source: labor.illinois.gov
10+ employees, since July 29, 2026.
Postings must state the prospective range of pay the employer will offer the successful applicant, or state that pay is based solely on commission.
Source: legislature.maine.gov
All employers, since October 1, 2024.
Each public or internal posting must include the wage range and a general description of benefits and any other compensation offered.
Source: mgaleg.maryland.gov
25+ employees, since October 29, 2025.
Postings must include the annual salary or hourly wage range the employer reasonably and in good faith expects to pay; benefits are not required.
Source: malegislature.gov
30+ employees, since January 1, 2025.
Each posting must state the starting salary range (good-faith, not open-ended) or a fixed pay rate, plus a general description of all benefits and other compensation, including health and retirement benefits.
Source: www.revisor.mn.gov
On request or before an offer, since October 1, 2021.
No posting duty: the wage or salary range must be given to an applicant who has completed an interview, and to an employee who asks about a promotion or transfer.
Source: www.leg.state.nv.us
10+ employees, since June 1, 2025.
Postings for new jobs and transfers, internal or external, must include the hourly wage or salary (or a range) and a general description of benefits and other compensation programs.
Source: www.nj.gov
4+ employees, since September 17, 2023.
Advertised jobs, promotions and transfers must state a good-faith minimum and maximum annual salary or hourly rate (or the fixed rate), say if pay is commission-only, and include the job description if one exists.
Source: dol.ny.gov
On request or before an offer, since January 1, 2023.
No posting duty: the wage range must be given to an applicant on request and before discussing compensation, and to employees at hire, on a move to a new position and on request.
Source: webserver.rilegislature.gov
5+ employees, since July 1, 2025.
Advertisements for Vermont job openings must include the compensation or a good-faith minimum-maximum range; commission jobs must say so, and tipped jobs must give the base wage or base wage range.
Source: legislature.vermont.gov
All employers, since July 1, 2026.
Each public and internal posting for a job, promotion or transfer must disclose the wage, salary or good-faith wage/salary range; benefits are not required.
Source: law.lis.virginia.gov
15+ employees, since January 1, 2023.
Postings must include the wage scale or salary range (or the fixed wage if only one is offered) and a general description of all benefits and other compensation.
Source: app.leg.wa.gov