Maine businesses will soon have to disclose pay ranges and maintain employee compensation records under the state’s recently enacted pay transparency law. Maine joins a growing number of jurisdictions requiring companies to be more transparent about their pay practices. Here’s everything businesses with Maine employees should know about the new law before it goes into effect on July 29.

Who is Covered?

Maine’s new pay transparency law, LD 54, impacts employers differently depending on the number of employees you have. However, it doesn’t specify if the employer size includes only Maine employees or all employees of a company, an issue that will likely add to the compliance confusion.

Employers with 10 or more employees need to:

• include a pay range in all job postings unless the position is solely commission-based, then the posting must disclose that; and
• ensure this information is included in electronic or print job postings, whether made directly by the employer or through a third party.

All employers need to:

• disclose the pay range for the position an employee holds, if a current employee requests that information; and
• maintain records of each employee’s job title and pay history during their employment and for three years after they leave employment.

What Must Be Disclosed

“Pay range” is defined as the range of pay that an employer anticipates relying on in setting wages for a position, which may include:

• applicable pay scales;
• a previously determined range of...

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