Takeaways

• Multiple states are adding new pay transparency requirements that go into effect soon.
• Employers must include pay ranges in job postings or include wage ranges and a general description of benefits in public and internal job advertisements.
• Employers should review recruiting and posting practices now, as the new laws differ in effective dates, employer coverage, disclosure requirements and compliance obligations.

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Article

The growing patchwork of state pay transparency laws presents ongoing compliance challenges for multi-state employers. Two new pay-posting laws take effect in July; one new law expands an existing obligation starting in October.

States continue to take different routes to require employers to provide earlier, more consistent disclosure of pay information in job advertisements used to attract candidates. The first half of 2026 sharpened that trend with more states adding to the patchwork as we move through the year: Virginia and Maine are requiring pay ranges in job postings; Connecticut is requiring in job postings what it once required only on request.

• Who: All employers
• What: Wage, salary, or wage/salary range
• When: In public and internal postings, effective July 1, 2026
• Which jobs: Jobs, promotions, transfers, and other employment opportunities (the statute does not expressly address remote positions)
• Note: Ranges must be set in good faith; in assessing good faith, the breadth of the range may be considered, among...

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