State pay transparency laws — salary range disclosure requirements
Whether an employer must disclose a salary/wage range in a job posting varies by state on three axes that only the statute text states precisely: the employee-count threshold that triggers the duty, whether the range must appear in the posting itself or only on request, and the penalty for non-compliance. Each record is one state, carrying its statutory citation, the employee-count threshold, what must be disclosed, and the penalty range. Answers 'does a 10-person company in New York have to post a salary range', 'what's the penalty for not disclosing pay in a Washington job posting', 'which states require pay-scale disclosure at 15 employees vs 4'.
Records13
Sources13
Verified
Review by
LicenceUS state statute — facts not copyrightable (Feist, 1991); statute text quoted, not reproduced in full
The data
| State | Statute citation | Employee threshold | What must be disclosed | Penalty | Effective date / cure period |
|---|---|---|---|---|---|
| California | Labor Code - LAB 432.3 | 15 or more employees | An employer with 15 or more employees shall include the pay scale for a position in any job posting | a civil penalty of no less than one hundred dollars ($100) and no more than ten thousand dollars ($10,000) per violation | For a first violation of subdivision (c), no penalty shall be assessed upon demonstration by the employer that all job postings for open positions have been updated to include the pay scale as required by this section |
| Colorado | Colorado Revised Statutes Title 8. Labor and Industry § 8-5-201 | An employer must in good faith disclose the following in the notification of each job opportunity: (a) The hourly or salary compensation or the range of the hourly or salary compensation; (b) A general description of the benefits and other compensation applicable to the job opportunity; and (c) The date the application window is anticipated to close. | if an employer is only physically located outside of Colorado and has fewer than fifteen employees working in Colorado, all of whom work only remotely, then, through July 1, 2029, the employer is only required to provide notice of remote job opportunities | ||
| Connecticut | Connecticut General Statutes Title 31. Labor § 31-40z | one or more employees for pay | Fail or refuse to provide an applicant for employment the wage range for a position for which the applicant is applying, upon the earliest of (A) the applicant's request, or (B) prior to or at the time the applicant is made an offer of compensation | An employer who violates subsection (b) of this section may be found liable for compensatory damages, attorney's fees and costs, punitive damages and such legal and equitable relief as the court deems just and proper. | |
| Hawaii | Chapter 378, Hawaii Revised Statutes, new section added by S.B. No. 1057, 2023 | does not apply to positions with employers having fewer than fifty employees | Job listings shall disclose an hourly rate or salary range that reasonably reflects the actual expected compensation. | This Act shall take effect on January 1, 2024. | |
| Illinois | 820 ILCS 112/10 | 15 or more employees | It is unlawful for an employer with 15 or more employees to fail to include the pay scale and benefits for a position in any specific job posting. The inclusion of a hyperlink to a publicly viewable webpage that includes the pay scale and benefits satisfies the requirements for inclusion under this subsection. | This subsection shall only apply to job postings that have been posted after the effective date of this amendatory Act of the 103rd General Assembly. | |
| Maryland | §3–304.2, Article - Labor and Employment | An employer shall: (i) disclose in each public or internal posting for each position the wage range and a general description of benefits and any other compensation offered for the position | |||
| Massachusetts | Section 105F | 25 or more employees in the commonwealth | A covered employer, or its agent, shall disclose the pay range for a particular and specific employment position in the posting of the position. | punished by a warning for the first offense, by a fine of not more than $500 for the second offense and by a fine of not more than $1,000 for the third offense | [Text of section added by 2024, 141, Sec. 7 effective October 29, 2025. See 2024, 141, Sec. 13.] |
| Minnesota | Minnesota Statutes 181.173 | 30 or more employees at one or more sites in Minnesota | An employer must disclose in each posting for each job opening with the employer the starting salary range, and a general description of all of the benefits and other compensation, including but not limited to any health or retirement benefits, to be offered to a hired job applicant. | ||
| Nevada | NRS 613.133 | To an applicant for employment who has completed an interview for a position, the wage or salary range or rate for the position; and (b) The wage or salary range or rate for a promotion or transfer to a new position | the Labor Commissioner may impose against any employer or employment agency or any agent or representative thereof that is found to have violated any provision of this section an administrative penalty of not more than $5,000 for each such violation | ||
| New Jersey | C.34:6B-23 (P.L. 2024, CHAPTER 91) | 10 or more employees over 20 calendar weeks | An employer shall disclose in each posting for new jobs and transfer opportunities that are advertised by the employer either externally or internally the hourly wage or salary, or a range of the hourly wage or salary, and a general description of benefits and other compensation programs for which the employee would be eligible. | a civil penalty in an amount not to exceed $300 for the first violation, and $600 for each subsequent violation | This act shall take effect on the first day of the seventh month next following the date of enactment. |
| New York | Labor Law - LAB § 194-b | four or more employees | the compensation or a range of compensation for such job, promotion, or transfer opportunity; and (ii) the job description for such job, promotion, or transfer opportunity, if such description exists | An employer who fails to comply with any requirement of this section or any regulation published thereunder shall be deemed in violation of this section and shall be subject to a civil penalty in accordance with section two hundred eighteen of this chapter | |
| Rhode Island | Rhode Island General Laws Title 28. Labor and Labor Relations § 28-6-22 | Upon the applicant's request, an employer shall provide an applicant for employment the wage range for the position for which the applicant is applying. The employer should provide a wage range for the position the applicant is applying for prior to discussing compensation. | |||
| Washington | RCW 49.58.110 | 15 or more employees | The wage scale or salary range, except where the employer is offering only a fixed wage amount for the opening, the employer must disclose the fixed wage amount rather than a scale or range; and (ii) a general description of all of the benefits and other compensation to be offered to the hired applicant | statutory damages of no less than $100 and no more than $5,000 per violation | For any postings from July 27, 2025, through July 27, 2027, an employer must be afforded an opportunity to correct a violation of this subsection (1) before a job applicant may seek remedies |
Where this came from
Every record above links the page it was taken from and quotes the sentence that states it. These are the 13 sources this dataset was assembled from.
- leginfo.legislature.ca.govhttps://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB§ionNum=432.3.
- codes.findlaw.comhttps://codes.findlaw.com/co/title-8-labor-and-industry/co-rev-st-sect-8-5-201.html
- codes.findlaw.comhttps://codes.findlaw.com/ct/title-31-labor/ct-gen-st-sect-31-40z.html
- capitol.hawaii.govhttps://www.capitol.hawaii.gov/sessions/session2023/bills/SB1057_CD1_.HTM
- ilga.govhttps://www.ilga.gov/legislation/ilcs/fulltext.asp?DocName=082001120K10
- mgaleg.maryland.govhttps://mgaleg.maryland.gov/mgawebsite/Laws/StatuteText?article=gle§ion=3-304.2&enactments=false
- malegislature.govhttps://malegislature.gov/Laws/GeneralLaws/PartI/TitleXXI/Chapter149/Section105F
- revisor.mn.govhttps://www.revisor.mn.gov/statutes/cite/181.173
- leg.state.nv.ushttps://www.leg.state.nv.us/NRS/NRS-613.html
- pub.njleg.state.nj.ushttps://pub.njleg.state.nj.us/Bills/2024/PL24/91_.PDF
- codes.findlaw.comhttps://codes.findlaw.com/ny/labor-law/lab-sect-194-b/
- codes.findlaw.comhttps://codes.findlaw.com/ri/title-28-labor-and-labor-relations/ri-gen-laws-sect-28-6-22.html
- app.leg.wa.govhttps://app.leg.wa.gov/rcw/default.aspx?cite=49.58.110
Machine-readable
- data.jsonThe whole dataset — every record with its source URL and source quote.
- Open Knowledge Format bundleOne JSON object per line — every record's frontmatter and quoted span exactly as it is held here, in one fetch.
- How this is made and checkedWhat "verified against source" does and does not mean.