Pay Transparency Laws by State 2026: Salary Disclosure Requirements

California

California’s pay transparency law (SB 1162, effective January 1, 2023) requires employers with 15 or more employees to include the pay scale for a position in all job postings. Senate Bill 642, signed October 8, 2025, amends the law effective January 1, 2026 by redefining “pay scale” to mean a good-faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position upon hire. This amendment was designed to prevent employers from posting overly broad ranges. SB 642 also extends the statute of limitations for civil actions related to pay scale violations from three years to six years for willful violations. Employers must maintain records of job titles and wage rate histories for each employee during employment and for three years after termination. Employers with 100 or more employees must submit annual pay data reports to the California Civil Rights Department.

Source: California SB 642 (2025–2026) | California SB 1162 (2021–2022)

Colorado

Colorado was the first state to require salary range disclosure in job postings, effective January 1, 2021 under the Equal Pay for Equal Work Act. The law applies to all employers with at least one Colorado employee. Employers must disclose the compensation range, a general description of all benefits, and other compensation offered for every job opening. Colorado also requires employers to notify all employees of promotional opportunities and make reasonable efforts to announce job openings to all employees before filling the position. Penalties range from $500 to $10,000 per violation.

Source: Colorado Equal Pay for Equal Work Act (C.R.S. § 8-5-101)

Illinois

Illinois’s pay transparency law (HB 3129, amending the Equal Pay Act, 820 ILCS 112) took effect January 1, 2025 and applies to employers with 15 or more employees. Employers must include the pay scale and benefits for a position in all job postings, whether posted directly or through a third party. If a posting is not made available to an applicant, the employer must disclose the pay scale and benefits prior to any offer or discussion of compensation. Employers must notify current employees of promotion opportunities within 14 calendar days of any external posting. The Illinois Department of Labor may investigate complaints and levy civil penalties.

Source: Illinois HB 3129 | 820 ILCS 112 — Equal Pay Act of 2003

Massachusetts

Massachusetts expanded its pay transparency requirements effective October 29, 2025. Employers with 25 or more employees must include a good-faith pay range in all job postings, including postings for promotions and transfers. The law includes a two-year grace period for first and second violations (employers receive a warning and an opportunity to correct). After the grace period, penalties can reach up to $25,000 for repeated violations. Massachusetts also prohibits employers from asking applicants about salary history.

Source: Massachusetts H.4890 — An Act Relative to Salary Range Transparency

New York

New York’s pay transparency law (effective September 17, 2023) applies to employers with 4 or more employees — one of the lowest thresholds in the nation. Employers must include the compensation range (minimum and maximum annual salary or hourly wage) in all job advertisements for new positions, promotions, and transfers. The law applies to positions performed in New York and to positions that report to a supervisor, office, or work site in New York, including remote positions. Employers must also disclose if a position is entirely commission-based. New York City has additional local requirements under Local Law 32 (effective November 1, 2022).

Source: New York Labor Law § 194-b

Washington

Washington’s pay transparency law (effective January 1, 2023) applies to employers with 15 or more employees who have at least one Washington-based employee or who recruit in Washington. Employers must disclose the wage scale or salary range, a general description of all benefits, and other compensation offered in all job postings. The law extends to internal transfer and promotion opportunities. Violations may result in fines of $500 to $1,000 per violation.

Source: Washington SB 5761 (RCW 49.58)

Maine

Maine’s pay transparency law took effect January 1, 2026 and applies to employers with 10 or more employees. Employers must include the pay range for a position in all job postings, whether posted directly or through a third party. The pay range may be based on any applicable pay scale, a budgeted amount for the position, a previously determined range, or the actual wages of current employees in the same position.

Vermont

Vermont’s pay transparency law took effect July 1, 2025 and applies to employers with 5 or more employees (the lowest threshold among states requiring job posting disclosure). Employers must include the compensation range in all job advertisements. Vermont also prohibits employers from asking about a candidate’s pay history or retaliating against employees for discussing wages.

New Jersey

New Jersey’s pay transparency law took effect June 1, 2025 and applies to employers with 10 or more employees. Employers must include a good-faith salary range and a general description of benefits in all job postings. The spread between the minimum and maximum pay in the posted range cannot exceed 60% of the minimum amount. Employers must also notify current employees of promotional opportunities posted internally or externally. Penalties range from $300 for first violations to $600 for subsequent violations.