Effective July 1, 2026, Virginia has enacted a new pay transparency law requiring employers with Virginia employees to disclose compensation ranges and follow new restrictions on salary history. The law applies broadly and creates both enforcement risk and private litigation exposure. Employers with employees in Virginia should act now to ensure compliance with the new pay transparency law.
What the Virginia Law Requires
- Set and disclose good‑faith pay ranges in postings. Employers must disclose the wage, salary, or wage/salary range in each public and internal posting for each job, promotion, transfer, or other employment opportunity, and must set that range in good faith.
- Do not seek or rely on salary history. Employers may not seek an applicant’s wage or salary history, rely on it in considering the person for employment, or rely on it to set pay upon hire with a limited exception: If the candidate voluntarily discloses their salary history, without prompting after an initial offer that includes compensation, then the employer may only rely on that disclosure to support a higher wage than initially offered and only so long as the employer doesn’t violate another law in the process (like the Equal Pay Act).
- No retaliation. Employers may not refuse to interview, hire, employ, or promote—or otherwise retaliate against—a prospective or current employee for not providing wage/salary history or for requesting a wage/salary range.
Who Is Covered and What Postings are...
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