Stay informed on pay transparency legislation

Alabama

N/A

N/A

N/A

N/A

N/A

Limited; retaliation prohibited against workers who decline to share salary history information with a prospective employer

California

Employers must disclose the good faith salary/hourly range in all job postings. Laws also apply to third-party job posters.

Changes coming to penalties on January 1, 2027

Employers with 15 or more employees with at least one working in California. Also applies to general remote work postings.

Between $100–$10,000 per violation

In effect

Yes

Colorado

Employers must disclose salary ranges and a general description of benefits must be included in all job postings, including promotional opportunities.

If an employer is physically located outside of Colorado and has fewer than 15 remote employees in Colorado, the employer is only required to provide notice of remote job opportunities until July 1, 2029.

Employers with at least one employee working in Colorado. Also applies to general remote work postings.

Between $500–$10,000 per violation

In effect

Yes

Connecticut

Salary ranges must be provided upon candidate request or at offer (whichever is sooner).

October 1, 2026: salary ranges and benefits need to be in every job posting. The definition of “benefits” includes health insurance, retirement, paid leave, and any additional fringe benefits.

All employers

Employees and applicants may bring a private cause of action.

In effect

Yes

Delaware

N/A

September 26, 2027: employers will be required to post salary ranges plus benefits in all job postings

Employers with 26+ employees, which includes jobs based in Delaware and remote roles from Delaware-based employers

First offense: warning; then fines between $500-$10,000

September 26, 2027

Yes

Georgia

N/A

N/A

N/A

N/A

N/A

Limited to city agencies in Atlanta only

Hawaii

Employers must post the hourly rate or salary range that reasonably reflects the actual expected compensation.

N/A

Employers with 50 or more employees

N/A

In effect

Yes

Illinois

Employers must post salary ranges and a general description of benefits and other compensation in job postings.

N/A

Employers with 15 or more employees, but the requirement only applies where: (i) the job will be performed (at least in part) in Illinois or (ii) the employee will report to a supervisor or office in Illinois

$500 for first violation (14 days to cure violation); $2,500 for second violation (7 days to cure violation);  $10,000 for subsequent violations (no cure period)

In effect

Yes

Kentucky

N/A

N/A

N/A

N/A

N/A

Limited to Louisville-Jefferson Country Metro Government

Louisiana

N/A

N/A

N/A

N/A

N/A

Limited to city of New Orleans agencies

Maine

Salary ranges required in job postings and need to maintain records of employees pay histories during employment and for three years after termination

N/A

Employers with 10 or more employees

N/A

In effect

Yes

Maryland

Employers must post the minimum and maximum hourly/salary range set in good faith in all job postings (internal/external) as well as a general description of benefits and any other compensation offered.

N/A

Employers posting a job that will be performed (at least in part) in Maryland or that reports to a supervisor/job site/office in Maryland). Will likely also apply to general remote work postings.

Warning for first violation, $300/employee or applicant for second violation, and $600/employee or applicant for subsequent violations.

In effect

Yes

Massachusetts

Employers must post the salary/hourly range that the employer, in good faith, expects to pay for a role (internal/external postings), and must also provide pay range for the role to the employee holding that position

N/A

Employers with 25 or more employees in Massachusetts (not including state/local government employees)

Warning for first offense, fine not more than $500 for second offense, and penalties increase for third offense

In effect

Yes

Michigan

N/A

Proposed salary history ban

Michigan employers

N/A

TBD

Limited; state departments cannot ask about salary history until after an offer has been extended

Minnesota

Employers must provide the minimum to maximum hourly/salary range and a general description of benefit

N/A

Employers with 30 or more employees in Minnesota

Minnesota Department of Labor and Industry and the Minnesota Attorney General have the authority to investigate and enforce the law

In effect

Yes

Mississippi

N/A

N/A

N/A

N/A

N/A

Limited to city of Jackson employers

Missouri

N/A

N/A

N/A

N/A

N/A

Limited to public employers and privateemployers with 6+ employees in Kansas City; and  St Louis City public employers

Nevada

Employers must provide salary information after first interview.

N/A

Nevada employers

N/A

In effect

Yes

New Jersey

Employers must post salary ranges in job postings and for internal transfers/promotions, plus a general description of benefits

N/A

Employers with 10 or more employees over 20 calendar weeks of the year who do business, employ persons, or take applications for employment within New Jersey. Will likely also apply to general remote work.

$300 for first violation, $600 for each subsequent violations

In effect

Yes

New York State

Employers must post the minimum to maximum annual salary/hourly range that they, in good faith, believe they will pay for roles to be performed in NY state or roles that report to a supervisor/worksite in NY state. They must include a job description (if one exists). This also applies to promotion and transfer opportunities.

N/A

Employers with four or more employees

Up to $1,000 for first violation, up to $2,000 for second violation, and up to $3,000 for third and subsequent violations

In effect

Yes

New York (NYC)

Salary ranges must be posted in all jobs and promotions for roles that can be performed in NYC.

N/A

Employers with four or more employees, with at least one working in NYC. Also applies to general remote work postings.

Penalties up to $250,000 by the NYCCHR and lawsuit fees/costs

In effect

Yes, and as a part of statewide ban

New York (Ithaca)

Salary ranges must be included in job postings.

N/A

Employers with four or more employees

N/A

In effect

Yes, and as a part of statewide ban

New York (Westchester County)

Salary ranges must be included in job postings.

N/A

Any employer posting a job performed in or that can be performed in Westchester

N/A

In effect

Yes, and as a part of statewide ban

North Carolina

N/A

N/A

N/A

N/A

N/A

State agencies only

Ohio (Cincinnati, Columbus, and Toledo only)

Salary information must be provided upon request or after conditional offer of employment is made (whichever is sooner).

Enforcement in Columbus delayed until January 1,2027

Employers with 15 or more employees

Private right of action only

In effect

Cincinnati: employers with 15 or more employees, including the City of Cincinnati as public employer but excluding other state and local governments.

Columbus: employers with 15 or more employees, including the City of Columbus as public employer but excluding other state and local governments.

Toledo:
employers with 15 or more employees, including the City of Toledo as public employer.

Ohio (Cleveland)

Employers must provide the salary range or scale in any notification, advertisement, or other job posting.

N/A

Private employes with at least 15 people within Cleveland

Civil penalties up to $5,000

In effect

Yes

Oregon

N/A

N/A

N/A

N/A

N/A

Yes

Pennsylvania

N/A

Proposed bill would require employers to provide pay ranges and the factors used to determine these ranges to applicants and employees seeking internal transfers/promotions. If the pay range isn't established, employers must disclose the minimum wage or salary before posting the job or offering the transfer.

N/A

N/A

N/A

Limited to local bans: City of Philadelphia employers; City of Pittsburgh employees; all employers in Lehigh County

Rhode Island

Salary information must be provided upon candidate request and/or prior to discussing compensation, whichever occurs first. During employment, the employer must provide the wage range for an employee’s position upon transfer to that position and upon request.

N/A

Rhode Island employers

N/A

In effect

Yes

South Carolina

N/A

N/A

N/A

N/A

N/A

Limited to local bans: City of Columbia employees; Richland County employees

Utah

N/A

N/A

N/A

N/A

N/A

Limited to local ban: Salt Lake City employees

Vermont

Employers are required to post the minimum and maximum hourly/salary range that they, in good faith, believe they will pay for a role. This applies to both internal and external job postings. Current employees also have the right to ask for a salary range applicable to their current position. Employers must also disclose if the role is paid partly by tips/commissions.

N/A

Any employer with 5 or more employees posting a job performed in Vermont or a remote position that will be predominantly performed in an office or worksite in Vermont.

N/A

In effect

Yes

Virginia

Employers are required to post a salary range for each role, including promotions and transfer.

N/A

All employers

$1,000 for first violation and up to $5,000 for any subsequent violation

In effect

Yes

Washington State

Salary range and general description of benefits must be included in job postings. Salary range information must also be provided to employees changing roles, if requested.

N/A

Employers with 15 or more employees

Civil actions for violations, greater of actual damages or $5,000 plus interest, costs, and reasonable attorney's fees. Civil penalties ranging from $500–$1,000 per violation.

In effect

Yes

Washington, D.C.

Employers must post the minimum to maximum salary/hourly range that they, in good faith, believe they will pay for a role (includes promotions and transfers). Employers must also disclose the existence of healthcare benefits before the first interview.

N/A

Employers with at least one employee working in Washington, D.C. (not including Federal/District employees).

Civil fine of $1,000 for the first violation,$5,000 for the second violation, and $20,000 for each subsequent violation.

In effect

Yes