Pay Transparency Laws Now Cover 16+ states: Does your job posting comply?

If you hire in more than one state, you probably have a pay transparency problem or will have one soon. At the time of this posting, pay transparency laws cover 16 states, and Delaware's law takes effect in 2027. 

Each state has its own rules. A posting that meets the law in Colorado can still fall short in New Jersey or Washington. This guide covers which states require pay ranges, how remote roles fit, what penalties look like, and how to stay compliant. 

Which States Require Salary Ranges in Job Postings in 2026? 

Currently, 16 states require salary ranges in job postings: 

1. California 

2. Colorado 

3. Connecticut 

4. Hawaii 

5. Illinois 

6. Maine (went into effect 7/29/26) 

7. Maryland 

8. Massachusetts 

9. Minnesota 

10. New Jersey 

11. New York 

12. Rhode Island 

13. Vermont 

14. Virginia (went into effect 7/1/26) 

15. Washington 

16. Washington, DC  

Delaware follows on September 26, 2027. Cities including New York City, Cincinnati, Columbus and Cleveland are adding their own ordinances. 

Employer size thresholds range from one employee to 30. Check the requirements in your state before posting. 

What is a Good-Faith Pay Range under Pay Transparency Laws? 

A good-faith range is the minimum and maximum pay you genuinely expect to offer when you create the posting. New York defines it as the minimum and maximum annual salary or hourly wage the employer expects to pay for the advertised job. California's 2026 amendment refers to a good-faith estimate of pay upon hire. 

The range should match the internal pay band. "Competitive" or a range of $30,000 to $300,000 will not hold up. 

Most states also ask for a general description of benefits and other compensation, such as bonuses. Illinois lets you link to a public benefits page, which can keep postings short. 

Does my job posting need a pay range if the role is remote? 

Often, yes. Several states reach beyond their borders: 

• Illinois  covers roles performed partly in Illinois, and roles performed elsewhere where the employee reports to a supervisor or office in Illinois. 

• New York covers remote roles that report to a New York supervisor. 

• Colorado  applies specific rules to out-of-state employers with remote Colorado workers, with limited relief for small employers through July 1, 2029. 

If you post a remote job nationwide, assume you must meet the strictest rule that applies. 

What are the penalties for missing salary ranges in job postings? 

Penalties vary by state. New Jersey fines start at $1,000 and rise to $5,000 and $10,000 or more for repeat violations. Washington penalties run from $100 to $5,000, and the state has seen hundreds of class action filings over missing ranges. The Washington Supreme Court ruled on the issue in September 2025. 

Beyond fines, a missing range costs you candidates. Job seekers now expect to see pay up front, and if that information is missing, they may not apply. 

How Do I Stay Compliant with Pay Transparency Laws in Multiple States? 

Maintaining compliance requires building a process, not a one-off check: 

• Keep one source of truth for pay bands 

• Use a posting template with all required fields: range, benefits, application details 

• Put the range on every posting, including third-party job boards and recruiter listings 

• Announce promotion opportunities internally where required  

• Keep a record of each post and its range 

• Review your templates whenever a new law takes effect 

A Quick Posting Check 

• Is there a real range, not "competitive"? 

• Does it match your internal pay band? 

• Are benefits and bonuses described? 

• Have you checked every state where the work could be done or supervised? 

• Does the range stay consistent when you repost? 

Which Applicant Tracking Systems Help with Pay Transparency Compliance? 

An applicant tracking system helps most when it makes the required fields hard to skip. Look for: 

• Required pay range fields on every requisition 

• Posting templates that include benefits language 

• Automatic publishing of the same range to every job board 

• Records of each posting and its range 

• Reporting for hiring compliance 

No software guarantees compliance, so keep a human review step. IRIS offers HR, payroll and recruitment software that connects workforce information in one place. 

FAQ 

Which states require salary ranges in job postings in 2026?  

15 states and DC had laws in effect by the end of summer 2026, and Delaware will follow in 2027. 

Does my job posting need a pay range if the role is remote?  

Typically, yes. Illinois and New York cover remote roles tied to a supervisor or office in the state, and Colorado has remote-specific rules. 

What are the penalties for missing salary ranges?  

New Jersey fines start at $1,000. Washington penalties run from $100 to $5,000, and the state has seen many class actions. 

What is a good-faith pay range?  

The minimum and maximum you genuinely expect to pay when you create the posting. 

How do I stay compliant in multiple states?  

Use one source of pay bands, a posting template with required fields, and a review whenever laws change. 

Which applicant tracking systems help?  

Those with required pay fields, templates, multi-board publishing and posting records. 

This article is general information, not legal advice. Check with qualified counsel about your own obligations.