Your Updated Guide to Pay Disclosure Requirements

State, city or district & covered employers

Pay disclosure requirements

California

All employers

Upon request, an employer must:

• Provide an applicant with the pay scale for the position for which they applied (even prior to initial interview); and

• Provide an employee with the pay scale for their current position.

An employer with 15 or more employees must include the pay scale for a position in any job posting. If the employer engages a third party to announce, post or publish a job posting, the employer must provide the pay scale to the third party. The third party is required to include the pay scale in the job posting.

Colorado

All employers

In each posting for each job opening, an employer must disclose:

• The rate of compensation (or a range thereof), including salary and hourly, piece or day-rate compensation that the employer is offering for the position.
  
• A general description of any bonuses, commissions or other forms of compensation offered for the position.
  
• A general description of all employment benefits offered for the position.
  
• The date the application window is expected to close.

Connecticut

All employers

Employers must:

• Provide a job applicant with the wage range for a position for which the applicant is applying, upon the earliest of: (1) the applicant's request, or (2) prior to or at the time the applicant is made an offer of compensation; and
  
• Provide an employee with the wage range for their position upon: (1) their hiring, (2) a change in the employee's position with the employer, or (3) the employee's first request for a wage range.

Delaware

Employers with more than 25 employees

Beginning in early fall of 2027, employers must disclose the following information within notifications for all job opportunities posted internally or externally:

• The hourly or salary compensation, or the hourly or salary compensation range.
• A general description of the benefits and other compensation applicable to the job opportunity.

District of Columbia

All employers

Employers must provide the minimum and maximum projected salary or hourly pay in all job listings and position descriptions advertised.

In stating the minimum and maximum salary or hourly pay for the position, employers must extend the range from the lowest to the highest salary or hourly pay that they in good faith believe at the time of the posting they would pay for the advertised job, promotion or transfer opportunity.

Before the first interview, employers must also disclose to prospective employees the existence of health care benefits available to the employee.

Hawaii

Employers with 50 or more employees

Employers must disclose in job listings an hourly rate or salary range that reasonably reflects the actual expected compensation for the position.

Illinois

Employers with 15 or more employees

Employers must include in any job posting the pay scale and benefits for the position. The requirement for job postings only applies to positions that:

• Will be physically performed, at least in part, in Illinois; or

• Will be physically performed outside of Illinois, but the employee reports to a supervisor, office or other worksite in Illinois.

   

Maine

Employers with 10 or more employees

Effective July 29, 2026, employers must ensure that job postings include a statement listing the prospective pay range the employer will offer a successful applicant. Covered employers must also provide an employee’s pay range upon request.

Maryland

All employers

In each public or internal posting for each position, employers must disclose the wage range and general description of benefits and any other compensation for the position. If a posting wasn’t made available to the applicant, the employer must disclose the required information to the applicant: (1) before a discussion of compensation is held, and (2) at any other time when requested by the applicant.

Massachusetts

Employers with 25 or more employees

Employers with 25 or more employees in Massachusetts must:

• Disclose the pay range for a position in any job posting or advertisement.
• Provide the pay range for the position to an employee who is offered a promotion or a transfer to a new position with different job responsibilities.
• Provide the pay range for a position to an employee holding such position or to an applicant for such position upon request. 

Minnesota

Employers with 30 or more employees

Minnesota employers with 30 or more employees must provide a minimum and maximum annual salary range or hourly range of compensation, or a fixed pay rate, on job postings. The range must be based on an employer’s good faith estimate and cannot be open-ended. Covered employers must also provide a general description of benefits and other compensation offered, including health and retirement benefits. 

Nevada

All employers

Employers must:

• Provide the wage or salary range or rate for a position to a person who has completed an interview for the position.
• Provide the wage or salary range or rate for a promotion or transfer to a new position to an employee who has:
  • Applied for the promotion or transfer;
  • Completed an interview for the position or been offered it; and
  • Requested the wage or salary range or rate.

New Jersey (statewide)

Employers with 10 or more employees

Jersey City, NJ

Employers with five or more employees

New Jersey (statewide): An employer with 10 or more employees over 20 calendar weeks and who conducts business, employs individuals or takes applications for employment within New Jersey (also includes job placement, referral and other employment agencies, but excludes certain temporary help firms) must disclose in each internal or external posting for a new job or transfer opportunity:

• The hourly wage or salary, or a range of the hourly wage or salary; and
• A general description of benefits and other compensation programs for which the employee would be eligible
  

Jersey City, NJ: Employers that use any print or digital media circulating within the city to provide notice of employment opportunities must disclose a minimum and maximum salary and/or hourly wage, including benefits, in the posting or advertisement.

New York (statewide)

New York City, NY

Ithaca, NY

Albany County, NY

Westchester County, NY

Employers with four or more employees

When advertising a job, promotion or transfer opportunity, employers must state the minimum and maximum annual salary or hourly wage for the position.

Cincinnati, OH

Cleveland, OH

Columbus, OH

Toledo, OH

Employers with 15 or more employees

Cincinnati, OH: Upon request, employers must provide the pay scale for a position to an applicant who has received a conditional offer of employment.

Cleveland, OH: Employers must include a salary range for the position in all job postings.

Columbus, OH: Employers must include a reasonable salary range in all postings for jobs that will be performed within Columbus.

Toledo, OH: Upon request, employers must provide the pay scale for a position to an applicant who has received a conditional offer of employment.

Rhode Island

All employers

Employers must:

• Upon request, provide the wage range for the position for which the applicant is applying.
• Provide an employee the wage range for the employee's position at the time of hire, when the employee moves into a new position, and upon request.

Vermont

Employers with five or more employees

Employers must disclose in job listings an hourly rate or salary range that reasonably reflects the actual expected compensation for the position. The requirement applies to job listings and advertisements for positions that are external, or internal transfers or promotions within a current employer.

Employers must take the following actions for these job openings:

• For a role paid on a commission basis (in whole or in part), employers must disclose that the role is commission-based. The listing does not need to contain the role’s compensation or range of compensation.
• A role paid on a tipped basis must disclose that the role is paid on a tip basis and the listing must include the base wage or range of base wages for the job opening.

Virginia

All employers

Effective July 1, 2026, employers must:

• Set a wage or salary range in good faith; and
• Disclose in each public and internal posting for each job, promotion, transfer or other employment opportunity the position’s wage, salary or wage or salary range.

Washington

Employers with 15 or more employees

In each posting for each job opening, employers must disclose the wage scale or salary range and a general description of all benefits and other compensation.

On July 27, 2025, the law was amended to:

• Allow an employer to provide a fixed rate in job postings when only a fixed rate is offered; and
  
• Provide an employer (from July 27, 2025 to July 27, 2027), who is notified in writing about a non-compliant job posting, five business days to fix the posting before facing penalties.