While the exact rules vary, most laws address several core areas:
- Salary range disclosure: Some states require wage ranges to be listed directly in job postings, while others only mandate disclosure after an interview, at the applicant’s request, or when an offer is made.
- Full compensation details: A few states go further, requiring employers to also list benefits, bonuses, commissions, stock options, and other forms of pay.
- Coverage for remote roles: Certain states apply their transparency rules to remote positions, while others limit requirements to in-state or on-site roles.
California paved the way in 2018 as the first state to implement a pay transparency law. Since then, the movement has accelerated, with 10 states now having active legislation in place and many others considering similar measures. Federal legislation like the Salary Transparency Act and Pay Equity for All Act could create uniform rules nationwide, but until then, regulations differ by state, making compliance complex for multi-state employers.
Below, you’ll find an up-to-date guide to pay transparency laws in every state and key local jurisdictions.
State-by-State Pay Transparency Laws in US
Discover how pay transparency laws vary across the US and what each state requires employers to disclose in 2025.
California – SB 1162
| Field | Details |
|---|
| Date Effective | Jan 1, 2023 |
| Requirements | - Salary range must be listed in all job postings.
- Current employees can request their pay range.
- Applies to remote roles performed in CA.
|
| Who it Applies To | - Salary disclosure on request: any employer with ≥ 1 CA employee.
- Other requirements: employers with ≥ 15 employees, at least one in CA.
|
| Consequences of Non-Compliance | Civil penalties: $100 to $10,000 per violation. |
Colorado- EPEW Act (Equal Pay for Equal Work Act)
| Field | Details |
|---|
| Date Effective | Jan 1, 2021 (updated Jan 1, 2024) |
| Requirements | - Post and notify all employees of all job openings.
- Include pay scale, job description, benefits, and closing date in listings.
- Does not apply to roles entirely outside Colorado.
|
| Who it Applies To | All employers with ≥ 1 employee in Colorado |
| Consequences of Non-Compliance | Fines: $500 to $10,000 per violation |
Connecticut- HB 6380
| Field | Details |
|---|
| Date Effective | Oct 1, 2021 |
| Requirements | - Salary range must be disclosed upon applicant request or at offer stage.
- Current employees must be given pay range on request or when changing positions.
|
| Who it Applies To | Employers with ≥ 1 employee in Connecticut |
| Consequences of Non-Compliance | Civil action possible within 2 years; compensatory and punitive damages plus costs. |
Hawaii – SB 1057
| Field | Details |
|---|
| Date Effective | Jan 1, 2024 |
| Requirements | - Job postings must include salary range or hourly rate.
- Listed pay must “reasonably reflect” actual compensation.
|
| Who it Applies To | Employers with ≥ 50 employees |
| Consequences of Non-Compliance | Civil action for compensatory and punitive damages plus costs. |
Illinois- HB 3129
| Field | Details |
|---|
| Date Effective | Jan 1, 2025 |
| Requirements | - Job postings must include wage scale.
- General description of benefits, bonuses, stock options, and other incentives must be provided.
- Applies to positions physically performed in IL or reporting to IL office/supervisor.
|
| Who it Applies To | Employers with ≥ 15 employees |
| Consequences of Non-Compliance | Fines: $500 to $10,000 per violation |
Maryland- HB 649
| Field | Details |
|---|
| Date Effective | Oct 1, 2020 |
| Requirements | - Wage scale must be provided to applicants upon request.
- Salary history inquiries prohibited.
|
| Who it Applies To | All employers in Maryland |
| Consequences of Non-Compliance | 1st violation: warning; 2nd: $300; 3rd+: $600 |
Nevada- SB 293
| Field | Details |
|---|
| Date Effective | Oct 1, 2021 |
| Requirements | - Provide salary info to applicants for interviewed roles.
- Current employees seeking promotions/transfers may request pay info.
- Applies to all employers.
|
| Who it Applies To | All Nevada employers |
| Consequences of Non-Compliance | Civil action by employees; Labor Commission fines $5,000 per violation plus investigation/attorney costs. |
New York- S.9427-A/A.10477
| Field | Details |
|---|
| Date Effective | Sept 17, 2023 |
| Requirements | - Salary range required for positions performed in NY or reporting to NY office.
- Remote roles count if work could be performed in NY.
|
| Who it Applies To | Private employers with ≥ 4 employees |
| Consequences of Non-Compliance | Fines: $1,000 (1st), $2,000 (2nd), $3,000 (3rd+) |
Rhode Island- S0270A
| Field | Details |
|---|
| Date Effective | Jan 1, 2023 |
| Requirements | - Salary range must be disclosed to applicants before offer or on request.
- Must share with current employees upon hire or promotion.
- Salary history inquiries prohibited.
|
| Who it Applies To | Employers with ≥ 1 employee in Rhode Island |
| Consequences of Non-Compliance | Fines: $1,000–$5,000 |
Washington- SB 5761
| Field | Details |
|---|
| Date Effective | Jan 1, 2023 |
| Requirements | - Salary and benefits info must be included in job postings.
- Applies to remote roles if the candidate could be in Washington.
- Internal transfers/promotions: salary range disclosed on request.
|
| Who it Applies To | Employers with ≥ 15 employees doing business in WA or hiring WA-based employees |
| Consequences of Non-Compliance | Damages + 1% interest/month; fines: up to $500 (1st), $1,000 or 10% of damages (repeat) |
States Considering Pay Transparency Laws
Learn which states are introducing new pay transparency laws and what changes may be coming in the near future.
Alaska
| Field | Details |
|---|
| Date Effective | Proposed in 2021 (not yet passed) |
| Requirements | - Salary range must be included in job postings.
- Salary history cannot be requested.
|
| Who it Applies To | Employers with ≥ 1 employee |
| Consequences of Non-Compliance | Fines: $100–$2,000 per violation |
District of Columbia- Wage Transparency Omnibus Amendment Act of 2023
| Field | Details |
|---|
| Date Effective | Proposed in 2023 (pending) |
| Requirements | - Job postings must include salary ranges.
- Benefits, bonuses, stock options, and other compensation should be described.
|
| Who it Applies To | Private employers with ≥ 25 employees |
| Consequences of Non-Compliance | Fines: $1,000–$20,000 per violation |
Kentucky
| Field | Details |
|---|
| Date Effective | Proposed amendment, 2023 (not passed) |
| Requirements | - Salary information must be included in job postings.
- Benefits and total compensation should also be listed.
|
| Who it Applies To | Not specified in draft bill |
| Consequences of Non-Compliance | None specified |
Maine
| Field | Details |
|---|
| Date Effective | Draft bill, 2023 (not passed) |
| Requirements | - Employers with ≥ 10 employees must include pay ranges in postings.
- Employers with < 10 employees must provide range upon request.
- Current employees can request their pay range.
|
| Who it Applies To | All Maine employers (requirements vary by size) |
| Consequences of Non-Compliance | Not specified |
Massachusetts
| Field | Details |
|---|
| Date Effective | Proposed 2023–2024 (expected to pass) |
| Requirements | - Salary range must be included in postings for new positions, transfers, and promotions.
|
| Who it Applies To | Employers with ≥ 15 employees |
| Consequences of Non-Compliance | 1st offense: warning
2nd: up to $500
3rd+: $7,500 unintentional / $15,000 intentional; criminal charges possible |
Michigan
| Field | Details |
|---|
| Date Effective | Pending (Michigan Senate) |
| Requirements | - Each job posting must include salary info.
- Job description must be shared with applicants and current employees upon request.
|
| Who it Applies To | Employers with > 5 employees |
| Consequences of Non-Compliance | Fine: up to $1,000 |
Missouri
| Field | Details |
|---|
| Date Effective | Proposed, 2023 (stalled) |
| Requirements | - Salary ranges must be shared with applicants at request or at offer stage.
- Current employees seeking transfer/promotion may request pay info after interview/offer.
|
| Who it Applies To | Not specified |
| Consequences of Non-Compliance | Fines: $1,000–$5,000 |
Montana
| Field | Details |
|---|
| Date Effective | Proposed, 2023 (not passed) |
| Requirements | - Salary or wage info must be included in postings.
- Benefits and other compensation must be described.
|
| Who it Applies To | Employers with ≥ 15 employees |
| Consequences of Non-Compliance | Fines: $500–$10,000 per violation |
| Field | Details |
|---|
| Date Effective | Pending in Assembly & Senate |
| Requirements | - Hourly wage or salary must be listed.
- General description of benefits or other compensation required.
|
| Who it Applies To | All New Jersey employers |
| Consequences of Non-Compliance | Civil action for injunctive/compensatory relief + costs |
Oregon
| Field | Details |
|---|
| Date Effective | Proposed 2023 (shelved) |
| Requirements | - Salary ranges must be included in job postings.
- Benefits and total compensation description required.
|
| Who it Applies To | All Oregon employers |
| Consequences of Non-Compliance | $1,000 first violation; +$1,000 per subsequent violation (up to $10,000) |
South Dakota
| Field | Details |
|---|
| Date Effective | Proposed 2023 (not passed) |
| Requirements | - Hourly or salary ranges must be posted for new positions, transfers, promotions.
- Benefits and total compensation must be described.
|
| Who it Applies To | Private employers with ≥ 100 employees |
| Consequences of Non-Compliance | $500 per violation |
Vermont- Act 155
| Field | Details |
|---|
| Date Effective | Proposed 2023 |
| Requirements | - Salary information must be disclosed to applicants and current employees.
|
| Who it Applies To | Unclear from draft bill |
| Consequences of Non-Compliance | Not specified |
Virginia
| Field | Details |
|---|
| Date Effective | Passed State Senate 2023 (held in House) |
| Requirements | - Employers must provide pay range upon request before discussing compensation.
|
| Who it Applies To | All Virginia employers |
| Consequences of Non-Compliance | Fines: $1,000–$10,000 or actual damages |
West Virginia
| Field | Details |
|---|
| Date Effective | Proposed 2023 |
| Requirements | - Employers must provide salary info on request.
- Benefits and other compensation must also be shared.
- Cannot discriminate against applicants who request info.
|
| Who it Applies To | Any person, firm, or corporation employing employees |
| Consequences of Non-Compliance | Employees can sue for compensatory/punitive damages + costs |
Payroll & Compliance Services
Keeping up with rapidly changing pay transparency laws can feel overwhelming. Exceptional HR Solutions’ payroll and compliance services take the guesswork out of compliance by providing clear salary disclosure frameworks, ongoing monitoring of regulations, and hands-on support for your HR team. Discover how Exceptional HR Solutions can keep your organization ahead of evolving regulations.
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Local Pay Transparency Laws
Local pay transparency laws are creating new compliance challenges for organizations as more cities and municipalities establish their own rules around salary disclosures. Unlike broader federal or state regulations, these local laws can vary significantly in scope, timing, and enforcement, making it critical for employers to stay informed about the specific requirements in the regions where they operate. For businesses, navigating this patchwork is not just about avoiding fines- it’s about building consistency, fairness, and trust in their compensation practices.
New Jersey (Jersey City) Jersey City Ordinance 22-026, Jersey City Ordinance 22-045
| Field | Details |
|---|
| Date Effective | April 13, 2022 |
| Requirements | - Salary ranges must be included for job postings, transfers, promotions.
- Total compensation description required.
|
| Who it Applies To | Employers with ≥ 5 employees and a business location in Jersey City |
| Consequences of Non-Compliance | Fines: up to $2,000 per violation |
New York (Ithaca)- Ithaca Ordinance
| Field | Details |
|---|
| Date Effective | Sept 1, 2022 |
| Requirements | - Salary ranges must be published for jobs, transfers, promotions.
|
| Who it Applies To | Employers with ≥ 4 employees in Ithaca |
| Consequences of Non-Compliance | Employers may be liable for damages and any legal remedies under Section 215-9.5 |
New York (New York City)- NYC Ordinance
| Field | Details |
|---|
| Date Effective | Nov 1, 2022 |
| Requirements | - Salary ranges must be included in postings.
- Overview of benefits included in total compensation.
- Applies to remote jobs if performed in NYC.
|
| Who it Applies To | Employers with ≥ 4 employees where ≥ 1 is in NYC |
| Consequences of Non-Compliance | No penalty for 1st violation if corrected in 30 days; otherwise fines up to $250,000 |
New York (Westchester County)- Westchester County Local Law No. 119
| Field | Details |
|---|
| Date Effective | Nov 6, 2022 |
| Requirements | - Salary info must be included in job postings.
- Applies to remote jobs performed in Westchester County.
|
| Who it Applies To | Any employer posting jobs in Westchester County |
| Consequences of Non-Compliance | Fines up to $3,000 based on employer size, good faith, severity, and repeat violations |
Ohio (Cincinnati)- City of Cincinnati Ordinance
| Field | Details |
|---|
| Date Effective | March 13, 2020 |
| Requirements | - Salary ranges must be provided after a job offer if requested.
- Salary history cannot be asked.
|
| Who it Applies To | Employers with ≥ 15 employees in Cincinnati |
| Consequences of Non-Compliance | Applicants may take legal action up to 2 years after violation for damages + costs |
Ohio (Toledo)- City of Toledo Ordinance
| Field | Details |
|---|
| Date Effective | Nov 1, 2022 |
| Requirements | - Salary ranges must be provided after a job offer if requested.
- Salary history cannot be asked.
|
| Who it Applies To | Employers with ≥ 15 employees in Toledo |
| Consequences of Non-Compliance | Applicants may take legal action up to 2 years after violation for damages + costs |
Pay transparency laws are reshaping how companies disclose compensation across the United States. From California to Illinois, each state has specific requirements for salary ranges, total compensation, and remote employees. Staying compliant with these new pay transparency laws in 2025 is essential to avoid fines, maintain workplace equity, and attract top talent. Understanding which states have pay transparency laws and how they differ can help your organization implement effective compliance strategies.
Navigate Pay Transparency Compliance with Exceptional HR Solutions
Pay transparency laws are evolving rapidly across the US, and staying compliant is critical to building trust with your workforce while avoiding legal risks.
At Exceptional HR Solutions, we understand the complexities of navigating pay transparency regulations and provide tailored guidance to help your company adapt with ease.
- Proactive Compliance Monitoring – We stay on top of federal, state, and local pay transparency requirements, ensuring your policies and disclosures are always up to date.
- Clear Salary Frameworks – We help implement consistent, compliant salary ranges and disclosure practices that foster transparency and fairness across your organization.
- Integrated Payroll Solutions – Our payroll services streamline operations while aligning with compliance standards, giving you accuracy and peace of mind.
- Tailored Guidance & Support – From policy updates to workforce communication, our experts provide hands-on support to make compliance smooth and stress-free.
- Risk Reduction & Workforce Trust – By ensuring transparency and compliance, you strengthen employee confidence and reduce exposure to costly legal risks.
Exceptional HR Solutions’ payroll and compliance services simplify the process and ensure your organization meets all state and local requirements. With over 100 years of combined expertise, our team allows you to focus on growing your business while we ensure you remain fully compliant.
Partner with Exceptional HR Solutions today and let us help you turn compliance into a strategic advantage.
Frequently Asked Questions
What are pay transparency laws?
Pay transparency laws require employers to disclose salary ranges, total compensation, and sometimes benefits to job applicants and employees, ensuring fairness and equity.
How many states have pay transparency laws in 2025?
As of 2025, 10 states have enacted pay transparency laws, with several more states considering or proposing new legislation.
Which states currently have pay transparency laws?
States with pay transparency laws include California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, New York, Rhode Island, and Washington.
Does California have pay transparency laws?
Yes, California has had pay transparency laws since 2018, requiring salary ranges in job postings and prohibiting employers from asking about salary history.
What about pay transparency laws in Illinois?
Illinois’ new pay transparency law, effective Jan. 1, 2025, mandates including wage scales and general benefits in job postings for positions performed in or reporting to Illinois.
How can companies stay compliant with US pay transparency laws?
Companies can use solutions from Exceptional HR to ensure salary ranges, benefits, and total compensation are properly disclosed according to each state’s laws.
