Salary Transparency Laws: What Job Seekers Should Check
You find an interesting job advertisement. The responsibilities match your experience, the employer looks reputable, and the position offers promising career opportunities.
But one important detail is missing: the salary.
Should the employer be required to disclose it?
The answer depends on where the job can be performed, the employer’s size, and the salary transparency laws that apply.
Salary transparency laws can require employers to disclose pay ranges in job postings, provide compensation information during hiring, or protect applicants from certain salary-history questions. However, the rules are not identical across the United States.
As of October 2026, multiple US states have adopted job-posting pay disclosure requirements. Other jurisdictions provide different protections, including rights to request salary information.
Understanding these distinctions can help you evaluate job advertisements, prepare for interviews, and ask informed questions about compensation.
This guide explains what US job seekers should check, how to interpret advertised salary ranges, and where to find official information about their rights.
What Are Salary Transparency Laws?
Salary transparency laws are employment regulations intended to increase access to compensation information.
The rules may require employers to:
- Include salary ranges or fixed pay rates in job advertisements.
- Provide compensation information when applicants request it.
- Disclose pay information at a particular hiring stage.
- Describe certain employee benefits and additional compensation.
- Avoid asking applicants about previous salary history.
- Refrain from retaliating against people exercising protected rights.
These requirements vary by state and sometimes by city.
For example, the California Labor Commissioner’s Equal Pay Act guidance explains when employers must disclose a pay scale and how the law applies to recruitment.
New York’s Department of Labor pay transparency guidance explains job posting requirements and protections for employees and applicants.
Salary transparency does not necessarily mean an employer must reveal every employee’s salary or pay each applicant the maximum amount displayed.
It also does not guarantee that every job posting is legally required to contain a salary range.
Why Salary Transparency Matters to Job Seekers
A salary range can help applicants decide whether a position is financially suitable before investing time in the recruitment process.
For someone exploring multiple opportunities, this information can be particularly useful.
More Informed Job Applications
A candidate seeking an annual salary near $90,000 may decide that a position advertising $50,000–$65,000 is not financially appropriate.
That knowledge can reduce time spent on unsuitable applications.
Better Salary Negotiation Preparation
A published range provides useful context when discussing compensation.
However, candidates should still research comparable jobs, location-specific wages, and relevant qualifications.
Greater Clarity About Compensation
Disclosures can help applicants distinguish between salary, performance-based compensation, and employee benefits.
Some jurisdictions specifically require information about bonuses or benefits in job postings.
Awareness of Potential Pay Discrimination
Transparent compensation information may help workers identify potential disparities, although a pay difference alone does not necessarily establish unlawful discrimination.
The US Equal Employment Opportunity Commission explains that federal equal-pay protections concern substantially equal work and that employment discrimination laws can cover multiple forms of compensation.
Which US States Require Salary Ranges in Job Postings?
There is no uniform nationwide posting standard.
The following table summarizes selected statewide requirements verified against government guidance as of October 23, 2026.
| State | General employer threshold | Requirement overview |
|---|---|---|
| California | 15+ employees | Covered postings must include a salary or hourly pay scale |
| New York | 4+ employees | Covered advertisements must disclose compensation ranges |
| Washington | 15+ employees | Covered postings require pay ranges or fixed pay plus benefits and other compensation |
| Illinois | 15+ employees | Covered postings require pay scales and benefits |
| Minnesota | 30+ employees | Covered postings require a pay range or fixed rate plus benefits |
| Massachusetts | 25+ employees in the state | Covered postings require pay ranges |
These are abbreviated summaries, not complete coverage tests. Employer counts, location rules, remote-work arrangements, exceptions, and definitions vary.
The table is also not an exhaustive list of jurisdictions with salary transparency laws.
California Salary Transparency Law
California requires employers with 15 or more employees to include the pay scale in covered job postings.
The California Labor Commissioner interprets the posting requirement to apply when the position may be filled in California, including remotely.
The published pay scale must reflect a reasonable, good-faith estimate of the compensation expected for the position upon hiring.
Applicants can also request the pay scale for a position they are applying for under the state’s applicable requirements.
Official source: California Equal Pay Act and Pay Transparency FAQs
New York Salary Transparency Law
New York State generally requires employers with four or more employees to disclose compensation ranges in advertisements for covered employment, promotion, and transfer opportunities.
The statewide law took effect September 17, 2023.
It also addresses certain positions performed in New York and some positions performed outside the state that report to a New York supervisor, office, or worksite.
Job advertisements may have to include a job description, subject to applicable exceptions.
New York City has an additional local salary transparency framework.
Official source: New York State Department of Labor — Pay Transparency
Washington Salary Transparency Law
Washington requires covered employers with 15 or more employees to include a wage scale or salary range in job postings.
The posting must also provide a general description of benefits and other compensation.
Employers offering a genuinely fixed rate can disclose that amount.
The state’s guidance rejects open-ended pay ranges that do not provide the required boundaries.
It also explains salary-history restrictions and protections involving discussions of wages.
Official source: Washington State Equal Pay and Opportunities Act
Illinois Salary Transparency Law
Since January 1, 2025, Illinois has required covered employers with at least 15 employees to include pay and benefits information in certain job postings.
The rule can apply when the job is performed at least partly in Illinois or performed elsewhere while reporting to an Illinois supervisor, office, or worksite.
The law does not generally require every employer to advertise every available position.
But when a covered employer publishes a covered posting, disclosure requirements apply.
Official source: Illinois Department of Labor — Pay Transparency
Minnesota Salary Transparency Law
Minnesota’s pay transparency requirements took effect January 1, 2025.
Employers with at least 30 employees must disclose starting salary ranges or fixed pay rates in covered advertisements and provide a general description of benefits and other compensation.
Official source: Minnesota CareerForce — Compensation and Benefits
Massachusetts Salary Transparency Law
Massachusetts began requiring covered employers with at least 25 employees in the state to disclose salary or hourly pay ranges in job postings on October 29, 2025.
The law also provides pay-range access rights to certain applicants and employees.
Employers covered by the law are prohibited from retaliating against people for exercising protected rights.
Official source: Massachusetts Attorney General — Pay Transparency
What About Other States?
Additional jurisdictions have enacted disclosure requirements, and some rules took effect during 2026.
For example, Connecticut introduced broader job-advertisement disclosure requirements effective October 1, 2026, while Maine introduced posting requirements effective July 29, 2026.
Other states, including Colorado, Maryland, New Jersey, Vermont, Virginia, and Hawaii, also have applicable pay transparency provisions.
Because these laws vary significantly, job seekers should verify the current official requirements for their specific location and position rather than relying on a simplified national checklist.
Does a Job Posting Always Have to Display a Salary?
No.
A salary range requirement may depend on several legal conditions.
Employer Size
Some state laws apply only when employers reach a specified employee threshold.
For instance, California and Washington have posting rules involving employers with at least 15 employees.
An employer below the applicable threshold may not be subject to that particular posting rule, although other laws may still apply.
Where the Job Can Be Performed
Geographic coverage matters.
An employer headquartered in one state may recruit employees who will work in another state.
Depending on the law, remote positions can be covered when they may be performed in a jurisdiction with disclosure requirements.
Type of Job Advertisement
Certain requirements apply to publicly advertised jobs, internal postings, promotions, transfers, or advertisements published by recruitment agencies.
Some laws do not require employers to advertise every vacancy.
Special Exceptions
Applicable rules may contain exceptions concerning certain employers, positions, or recruitment arrangements.
A missing salary does not automatically establish a violation without examining the relevant circumstances.
How to Read a Salary Range in a Job Advertisement
Consider this hypothetical posting:
Position: Marketing Operations Specialist
Location: New York
Base salary range: $65,000–$90,000 annually
Benefits: Health insurance, retirement plan, and paid leave
The advertised range indicates the employer’s disclosed compensation boundaries under its applicable posting requirements.
It does not necessarily mean that every applicant is eligible for $90,000.
What the Minimum Salary Means
The lower figure represents the beginning of the disclosed range.
However, candidates should confirm whether the employer is advertising its expected hiring range, an established pay band, or another range permitted by local law.
What the Maximum Salary Means
The upper figure is not a guarantee.
The employer may consider experience, skills, qualifications, internal pay structures, and other legally permissible factors when determining compensation.
How Wide Is the Range?
In this example:
$90,000 – $65,000 = $25,000
The range spans $25,000.
That figure alone does not establish whether the employer is complying with the law.
It is a reason to ask more specific questions about how starting pay is determined.
Useful Questions to Ask
You might ask:
“Is this range the amount the organization expects to offer a new hire, or does it represent a broader internal pay band?”
Or:
“What qualifications and experience would normally place a candidate toward the upper end of this range?”
These are practical questions, not accusations of noncompliance.
What Should You Check When a Salary Range Is Missing?
If a job advertisement does not include compensation information, avoid assuming that the employer has broken the law.
Instead, follow a structured review.
Check 1: Identify the Work Location
Determine where the position will physically be performed.
For remote jobs, look at the states where the employer permits employees to work.
Check 2: Identify the Employer
Find the actual hiring organization.
A recruitment platform may advertise a role on behalf of another company.
Employer identity can affect which rules apply.
Check 3: Review the Employer’s Size
Some disclosure laws have minimum employee thresholds.
You may not be able to determine the company’s precise covered headcount from public information.
Treat estimates cautiously.
Check 4: Verify the Current Law
Visit the official state labor department website.
Check the effective date, employer-size rules, covered postings, and remote-work provisions.
Check 5: Ask for the Pay Range Professionally
For example:
“Thank you for sharing the position. Before proceeding, could you confirm the expected base salary or hourly compensation range?”
Even where the law does not require disclosure at that stage, you may still ask.
The employer’s legal obligation to respond depends on the applicable rules.
Are Employers Allowed to Ask About Salary History?
Salary-history restrictions are related to, but different from, salary transparency requirements.
Some jurisdictions prohibit or limit employers from requesting an applicant’s prior pay.
For example, California restricts employers from seeking salary-history information from applicants.
Washington also prohibits certain salary-history inquiries.
However, the precise restrictions and exceptions vary.
Salary History Versus Salary Expectations
These are different questions.
Salary history: “How much did your previous employer pay you?”
Salary expectations: “What compensation would you consider appropriate for this position?”
A restriction on salary-history inquiries does not necessarily prohibit employers from discussing your expected compensation.
How to Respond to an Uncomfortable Question
You can redirect toward the position’s responsibilities and compensation range:
“I’m focused on the responsibilities and market value of this role. Could you share the expected compensation range so we can determine whether our expectations align?”
Do not falsely claim that a particular question is illegal unless you have verified that the applicable law actually prohibits it.
Do Salary Transparency Laws Apply to Remote Jobs?
Sometimes, yes.
Remote employment is one of the most important areas for applicants to examine carefully.
An employer located outside California may still have obligations under California’s posting rules if the job may be filled in California.
Washington’s rules can apply to employers recruiting Washington-based employees when the relevant coverage requirements are met.
New York and Illinois also have provisions that can reach certain jobs performed outside their borders.
But coverage cannot be established simply by knowing that a role is labeled “remote.”
Remote Job Example
Consider an employer headquartered in Texas that advertises a fully remote position.
The posting says applicants may work from any US state.
The employer may need to consider pay transparency laws in jurisdictions where the position can legally be performed.
Now consider another posting restricted to employees based only in Texas.
The legal analysis may be different.
The important factors include the permitted work locations, employer characteristics, and applicable state-law definitions.
Always check the official rules.
Salary Transparency Versus Equal Pay Laws
Although these subjects overlap, they are not identical.
Salary transparency laws generally concern access to compensation information and certain recruitment practices.
Equal pay and employment discrimination laws address prohibited differences in compensation and discriminatory employment practices.
Under the federal Equal Pay Act, employers generally must provide equal pay to men and women in the same establishment for substantially equal work, subject to legally recognized defenses.
The Equal Employment Opportunity Commission explains that substantially equal work is evaluated based on job content rather than titles alone.
A published salary range does not automatically prove that an employer’s pay practices comply with equal-pay laws.
Likewise, two employees receiving different salaries does not, by itself, establish unlawful discrimination.
The legal analysis requires additional facts.
What If a Job Posting Appears to Violate the Law?
If you believe a covered employer has failed to provide required pay information, begin by documenting what you observed.
Preserve Relevant Information
Save:
- The job advertisement
- The URL
- The date you viewed it
- The advertised job location
- The employer’s name
- Relevant correspondence
Avoid obtaining confidential records or accessing systems without authorization.
Check Official Enforcement Guidance
Some states provide complaint forms or other enforcement processes.
For example, New York’s Department of Labor provides information on reporting potential violations of its pay transparency requirements.
California’s Labor Commissioner also provides procedures for submitting pay transparency complaints.
Understand Your Options
Depending on the applicable law, you may be able to request additional information or file a complaint with the relevant government agency.
Deadlines, procedures, and protections vary.
Not every suspected violation results in monetary compensation, and enforcement outcomes are not guaranteed.
If you believe you have experienced discrimination or retaliation, consider obtaining advice from a qualified employment lawyer or the appropriate government agency.
Practical Checklist: 12 Things Job Seekers Should Verify
Use this checklist when reviewing an advertisement.
| # | What to check | Why it matters |
|---|---|---|
| 1 | Exact job location | Helps identify applicable laws |
| 2 | Permitted remote-work locations | May affect geographic coverage |
| 3 | Employer identity | Identifies the organization responsible |
| 4 | Employer size | Some laws use headcount thresholds |
| 5 | Published salary range | Shows expected compensation boundaries |
| 6 | Hourly or annual pay basis | Prevents misleading comparisons |
| 7 | Base salary versus bonus | Distinguishes guaranteed and variable pay |
| 8 | Benefits information | May be required by some laws |
| 9 | Range width | Helps guide further questions |
| 10 | Salary-history questions | May implicate separate legal protections |
| 11 | Posting date | Helps determine which rules were in effect |
| 12 | Official state guidance | Confirms current legal requirements |
This checklist is intended to help organize your research. It does not replace a jurisdiction-specific legal analysis.
Example: Evaluating Two Job Advertisements
Imagine a candidate finds two hypothetical positions.
Advertisement A
- Marketing Manager
- New York
- $75,000–$100,000 annually
- Base salary disclosed
- Responsibilities described
- Bonus details available upon request
Advertisement B
- Marketing Manager
- Remote
- “Competitive compensation”
- Employer identity unclear
- No specific location restrictions
Advertisement A provides more information for immediate salary evaluation.
Advertisement B requires additional research.
The candidate should clarify the employer’s identity, permitted work locations, expected salary range, and whether relevant disclosure laws apply.
Importantly, Advertisement B is not automatically unlawful merely because the phrase “competitive compensation” appears.
Whether a posting satisfies the applicable law depends on the full circumstances.
Frequently Asked Questions
Are salary ranges required in every US job posting?
No. The United States does not have a single nationwide rule requiring every private employer to publish a pay range in every job advertisement. State and local laws may impose requirements for covered positions and employers.
Which states have salary transparency laws?
Multiple states have pay disclosure laws, including California, Colorado, New York, Washington, Illinois, Minnesota, Massachusetts, Maryland, New Jersey, and others. The requirements and effective dates differ, and some laws address hiring-stage disclosure rather than every job posting.
Can an employer advertise a wide salary range?
A wide range is not automatically unlawful. Applicable laws may require that the disclosed range reflect the employer’s good-faith compensation expectations. Whether a particular range complies requires examination of the relevant jurisdiction and facts.
Does the salary range include bonuses?
Not necessarily. Base salary and additional compensation may be treated separately. Some jurisdictions require descriptions of other compensation, including bonuses or commissions.
Can applicants ask for the salary range before an interview?
Yes. You can ask. Whether an employer must disclose the range before an interview depends on the applicable law.
Is it illegal to ask candidates about previous salaries?
Some jurisdictions restrict salary-history inquiries, but there is no universal rule that applies identically in every state. Check the relevant state or local law.
Can remote jobs avoid salary transparency rules?
Not automatically. Some laws apply to remote jobs that may be performed within the jurisdiction, but coverage depends on the specific legal rules.
Do pay transparency laws guarantee higher salaries?
No. They primarily concern access to pay information and related rights. They do not guarantee a salary increase, a job offer, or payment at the top of an advertised range.
What should I do if I suspect a violation?
Save the advertisement, confirm the applicable law, and review the relevant labor agency’s complaint procedures. Seek qualified legal advice when appropriate.
Final Thoughts: Use Salary Transparency to Make Better Career Decisions
Salary transparency laws can help job seekers understand compensation earlier in the hiring process.
But the rules are not interchangeable across states.
Before drawing conclusions about a missing salary, verify where the job can be performed, whether the employer is covered, which disclosures are required, and when those requirements apply.
Use published salary information as a starting point for research and negotiation, not as a guarantee of what you will personally earn.
The most effective approach is to combine knowledge of your legal rights with careful job research, professional communication, and realistic compensation expectations.