Pay Transparency Laws by State
A growing number of states require job postings to include a pay range, and some also require a general description of benefits or an application deadline. Here's what each state we cover requires in a posting, with a link to a detailed page for each.
This isn't legal advice. It's a general summary that isn't exhaustive: laws change, and requirements vary by locality and employer size. Verify current requirements with counsel or the state's labor department before relying on this.
| State | Pay range | Benefits | Deadline |
|---|---|---|---|
| California | Yes | — | — |
| Colorado | Yes | Yes | Yes |
| Hawaii | Yes | — | — |
| Illinois | Yes | Yes | — |
| Maine | Yes | — | — |
| Maryland | Yes | Yes | — |
| Massachusetts | Yes | — | — |
| Minnesota | Yes | Yes | — |
| New Jersey | Yes | Yes | — |
| New York | Yes | — | — |
| Vermont | Yes | Yes | — |
| Washington | Yes | Yes | — |
“Yes” means the element generally must appear in the posting. Colorado's deadline requirement applies when the posting has an application deadline. Where we note an employer-size threshold or effective date, it's on that state's page.
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Frequently asked questions
Does a state's law apply if my company is based somewhere else?
Often, yes. Most pay transparency laws turn on where the job could be performed or where applicants are located, not where the employer is headquartered, so a remote posting open to applicants in a covered state is typically covered. Check the specific state's page and its labor department for the details.
Do these laws apply to every employer?
Not always. Some states apply their posting requirements only above a minimum number of employees, and those thresholds differ from state to state. Each state page links to that state's labor department, which publishes the current threshold.
Is this list complete?
No. It covers states we're confident describing at a general level. Some other states require pay information only when an applicant asks, and some cities and counties have their own rules. Treat this as a starting point and verify requirements with counsel or the relevant labor department.
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