Though neither Virginia nor Maine requires the disclosure of benefits information, both states’ laws require employers to disclose compensation information in job postings. Further, they continue the trend of the laws varying in nuanced and significant ways. For example, Maine imposes a ten-employee coverage threshold for purposes of its job posting requirements, and also incorporates recordkeeping and employee-request obligations; Virginia combines its posting requirements with a salary history ban, anti-retaliation protections, and, importantly, a dual-enforcement scheme that includes a private right of action but limits civil penalties to an enforcement action by the attorney general.

Quick Hits

• Virginia and Maine will implement new pay transparency laws in July 2026, joining approximately twenty-five other state and local jurisdictions with similar requirements. Maine joins every other state in New England with such a law; Virginia has become the first Southern state to enact one.
• These laws mandate the disclosure of salary ranges in job postings and include distinct provisions regarding enforcement and employer obligations.
• Virginia’s law has no employer size threshold and includes a private right of action with civil penalties, while Maine’s law applies to employers with ten or more employees and relies solely on state enforcement without explicit penalties or private remedies.

Virginia: HB 636/SB 215—Salary History Ban and Wage Range Disclosure

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