Gunderson Dettmer’s Quarterly Employment Law Update (Summer 2025) highlights significant employment laws taking effect this summer across Vermont, Colorado, and Florida, as well as two upcoming laws and regulations in California and Massachusetts. Employers should review these changes to ensure compliance and minimize risk. Below is a summary table for quick reference, followed by detailed state-by-state guidance and practical action steps.

Effective July 1, 2025, Vermont employers with five or more employees must disclose compensation or a compensation range in job postings for positions that are physically located in Vermont or for remote roles that will predominantly perform work for an office or work location in Vermont. The new law applies to both internal and external job postings for specific openings.

• Who is Covered? Employers with five or more employees (full-time or part-time), if at least one works in Vermont.
• What’s Required? All job postings (internal and external) for Vermont-based or predominantly Vermont-remote roles must include a good faith estimate of the minimum and maximum salary or wage range.
• Special Cases: For commission-based jobs, state that pay is commission-driven. For tipped roles, include the base wage or wage range.
• What’s Not Required? No need to disclose benefits or bonuses.
• Employee Rights: Current employees can request salary range information for their roles. Employers cannot retaliate against such requests.
• Penalties: Civil fines...

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