Stay informed on pay transparency legislation

Alabama

N/A

N/A

N/A

N/A

N/A

Yes

California

The good faith salary/hourly range in all job postings. Laws also apply to third-party job posters.

N/A

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

Salary ranges and a general description of benefits must be included in all job postings.

N/A

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).

1 October 2026: salary ranges and benefits need to be in every job posting

All employers

N/A

In effect: during interview process
1 October 2026: In job postings

Yes

Delaware

N/A

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

Employers with 25+ 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

City agencies in Atlanta only

Hawaii

Employers must post the hourly rate or salary range that reasonably reflects the actual expected compensation. This also applies to roles that are internal transfers or promotions.

N/A

Hawaii 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, and the job will be performed (at least in part) in Illinois or 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 (seven days to cure violation), and $10,000 for third violation (no cure period).

In effect

Yes

Kentucky

N/A

N/A

N/A

N/A

N/A

Louisville/Jefferson Country Metro Government only

Louisiana

N/A

N/A

N/A

N/A

N/A

City of New Orleans agencies only

Maine

N/A

29 July 2026: Salary ranges required in job postings and need to maintain records of employees pay histories during employment and for three years after termination

Employers with 10 or more employees must include salary ranges in job postings

N/A

29 July 2026

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

Proposed

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

City of Jackson employers only

Missouri

N/A

N/A

N/A

N/A

N/A

Kansas City 5+ employers and St Louis City employees only

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 (all employers in New York)

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

No

New York (Ithaca)

Salary ranges must be included in job postings.

N/A

Employers with four or more employees

N/A

In effect

No

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

No

North Carolina

N/A

N/A

N/A

N/A

N/A

State agencies only

Ohio (Cincinnati and Toledo Only)

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

N/A

Employers with 15 or more employees in Toldeo/Cincinnati

N/A

In effect

Cincinnati, Columbus, and Toledo employers with 15 or more employees, not including city agencies

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

Cleveland's Fair Employment and Wage Board will enforce the ordinance

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. Employers will also be required to provide current employees written documentation of their pay range.

Employers with 15 or more employees

N/A

60 days after the bill is enacted

State agencies; Philadelphia employers; City of Pittsburgh employees; all employers in Lehigh County

Rhode Island

Salary information must be provided upon candidate request during the interview process.

N/A

Rhode Island employers

N/A

In effect

Yes

South Carolina

N/A

N/A

N/A

N/A

N/A

City of Columbia employees and Richland County employees only

Utah

N/A

N/A

N/A

N/A

N/A

City of Salt Lake City employees only

Vermont

Employers are required to post the minimum and maximum hourly/salary range that the they, in good faith, believe they will pay for a role (internal/external job postings). Employers must also disclose if the role is paid partly by tips/commissions.

N/A

Any employer posting a job performed in Vermont or a remote position that will be predominantly performed in an office/worksite in Vermont.

N/A

In effect

Yes

Virginia

N/A

1 July 2026: employers are required to post a salary range for each role, including promotions and transfer

TBD

1 July 2026: $1,000 for first violation and up to $5,000 for any subsequent violation

1 July 2026

Virginia state agencies only
1 July 2026: all Virginia employers

Washington state

Salary range and general 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, with at least one working in Washington*

Civil actions for violations, greater of actual damages or $5,000 plus interest, costs, and reasonable attorney’s fees, AND 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/transfers) and they must also inform candidate of the existence of any healthcare benefits.

N/A

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

Attorney General can investigate potential violations and employers may pay reasonable attorney’s fees and statutory penalties

In effect

Yes