Takeaways

• Virginia is requiring greater pay transparency and putting tighter restrictions on non-compete agreements, including bans for certain workers.
• New statewide paid sick leave, paid family and medical leave and other protections significantly broaden employee benefits and workplace rights over time.
• New laws increase employer obligations around wages, anti-discrimination and liability.

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Virginia’s 2026 legislative session following newly unified Democratic control of the executive branch and General Assembly has expanded employer compliance obligations and enhanced employee rights across the employment lifecycle.

Most changes and new statutes discussed in this article will take effect July 1, 2026, with a few fully phasing in over several years. Employers should review their policies and practices and take steps toward compliance.

Pay Transparency in Job Postings

Virginia requires disclosure of wage or salary ranges in all job postings, both internal and external, under HB 636. The listed compensation range must be set in good faith and reflect actual pay scales or budgeted amounts, rather than speculative or hypothetical figures. Enforcement includes civil penalties capped at $5,000, private actions, but no collective actions, statutory damages, or attorney’s fees. The statute allows a 15-day cure period for posting violations.

Employer considerations:

• Document the methodology for determining posted compensation ranges and aligning...

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