With the recent enactment of LD 54 – “An Act to Require Employers to Disclose Pay Ranges and Maintain Records of Employees’ Pay Histories” – Maine joins a growing list of jurisdictions mandating wage transparency in job postings.
Under the new law, which takes effect on July 13, 2026, all employers with 10 or more employees must include a prospective “range of pay” in any job posting. The law defines “range of pay” as:
the range of pay that an employer anticipates relying on in setting wages for a position, including, but not limited to:
(1) Any applicable pay scale;
(2) A previously determined range of wages for the position;
(3) The actual range of wages for those currently holding equivalent positions; or
(4) The budgeted amount for the position.
26 MRSA §622-A(1)(B).
Range of pay does not, however, include compensation based solely on commission. Any job posting for a position compensated solely by commission must indicate this.
The new law covers electronic and printed job postings made by an employer directly or through a third party.
In addition to mandating wage transparency in job postings, LD 54 also requires that upon the request of an employee, an employer shall disclose the range of pay the employer offers for the position the employee currently holds.
The law further requires employers to maintain a record of each position held and the pay history for each employee during the employee’s employment with the employer and for three years after the termination...
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