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'.

US state statute — facts not copyrightable (Feist, 1991); statute text quoted, not reproduced in full

State pay transparency laws — salary range disclosure requirements


**State:** California

**Statute citation:** California Code, LAB 432.3

**Employee threshold:** 15 or more employees

**What must be disclosed:** An employer with 15 or more employees shall include the pay scale for a position in any job posting

**Penalty:** a civil penalty of no less than one hundred dollars ($100) and no more than ten thousand dollars ($10,000) per violation

**Effective date / cure period:** 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

> (c) (1) An employer, upon reasonable request, shall provide the pay scale for a position to an applicant applying for employment. (2) An employer, upon request, shall provide an employee the pay scale for the position in which the employee is currently employed. (3) An employer with 15 or more employees shall include the pay scale for a position in any job posting. (4) An employer shall maintain records of a job title and wage rate history for each employee for the duration of the employment plus three years after the end of the employment in order for the Labor Commissioner to determine if there is still a pattern of wage discrepancy. These records shall be open to inspection by the Labor Commissioner. (5) An employer with 15 or more employees that engages a third party to announce, post, publish, or otherwise make known a job posting shall provide the pay scale to the third party. The third party shall include the pay scale in the job posting. (d) (1) A person who claims to be aggrieved by a violation of this section may file a written complaint with the Labor Commissioner within one year after the date the person learned of the violation. The complaint shall state the name and address of the employer and shall provide a detailed account of the alleged violation, as may be required by the Labor Commissioner. (2) A person who claims to be aggrieved by a violation of this section may also bring a civil action for injunctive relief and any other relief that the court deems appropriate. (3) The Labor Commissioner shall promptly investigate complaints alleging violation of this section. (4) Upon finding that an employer has violated this section, the Labor Commissioner may order the employer to pay a civil penalty of no less than one hundred dollars ($100) and no more than ten thousand dollars ($10,000) per violation. The Labor Commissioner shall determine the amount of the penalty based on the totality of the circumstances, including, but not limited to, whether the employer has previously violated this section. 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.

Source: <https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=432.3.>

California — State pay transparency laws — salary range disclosure requirements


**State:** Colorado

**Statute citation:** Colorado Revised Statutes Title 8. Labor and Industry § 8-5-201

**What must be disclosed:** 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.

**Effective date / cure period:** 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

> (1) An employer shall make reasonable efforts to announce, post, or otherwise make known each job opportunity to all employees on the same calendar day and prior to the date on which the employer makes a selection decision; except that, 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. The department of labor and employment shall promulgate rules for temporary, interim, or acting job opportunities that necessitate immediate hire. (2) 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.

Source: <https://codes.findlaw.com/co/title-8-labor-and-industry/co-rev-st-sect-8-5-201.html>

Colorado — State pay transparency laws — salary range disclosure requirements


**State:** Connecticut

**Statute citation:** Connecticut General Statutes Title 31. Labor § 31-40z

**Employee threshold:** one or more employees for pay

**What must be disclosed:** 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

**Penalty:** 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.

> “ Employer ” means any individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay; (2) “ Employee ” means any individual employed or permitted to work by an employer; (3) “ Wages ” means compensation for labor or services rendered by an employee, whether the amount is determined on a time, task, piece, commission or other basis of calculation; and (4) “ Wage range ” means the range of wages an employer anticipates relying on when setting wages for a position, and may include reference to any applicable pay scale, previously determined range of wages for the position, actual range of wages for those employees currently holding comparable positions or the employer's budgeted amount for the position. (b) No employer shall: (1) Prohibit an employee from disclosing or discussing the amount of his or her wages or the wages of another employee of such employer that have been disclosed voluntarily by such other employee; (2) Prohibit an employee from inquiring about the wages of another employee of such employer; (3) Require an employee to sign a waiver or other document that denies the employee his or her right to disclose or discuss the amount of his or her wages or the wages of another employee of such employer that have been disclosed voluntarily by such other employee; (4) Require an employee to sign a waiver or other document that denies the employee his or her right to inquire about the wages of another employee of such employer; (5) Inquire or direct a third party to inquire about a prospective employee's wage and salary history unless a prospective employee has voluntarily disclosed such information, except that this subdivision shall not apply to any actions taken by an employer, employment agency or employee or agent thereof pursuant to any federal or state law that specifically authorizes the disclosure or verification of salary history for employment purposes. Nothing in this section shall prohibit an employer from inquiring about other elements of a prospective employee's compensation structure, as long as such employer does not inquire about the value of the elements of such compensation structure; (6) Discharge, discipline, discriminate against, retaliate against or otherwise penalize any employee who discloses or discusses the amount of his or her wages or the wages of another employee of such employer that have been disclosed voluntarily by such other employee; (7) Discharge, discipline, discriminate against, retaliate against or otherwise penalize any employee who inquires about the wages of another employee of such employer; (8) 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; or (9) Fail or refuse to provide an employee the wage range for the employee's position upon (A) the hiring of the employee, (B) a change in the employee's position with the employer, or (C) the employee's first request for a wage range. (c) Nothing in this section shall be construed to require any employer or employee to disclose the amount of wages paid to any employee. (d) An action to redress a violation of subsection (b) of this section may be maintained in any court of competent jurisdiction by any one or more employees or prospective employees. 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.

Source: <https://codes.findlaw.com/ct/title-31-labor/ct-gen-st-sect-31-40z.html>

Connecticut — State pay transparency laws — salary range disclosure requirements


**State:** District of Columbia

**Statute citation:** Code of the District of Columbia § 32–1453.01

**What must be disclosed:** Provide the minimum and maximum projected salary or hourly pay in all job listings and position descriptions advertised.

> § 32–1453.01. Employer disclosures. (a) An employer shall: (1) Provide the minimum and maximum projected salary or hourly pay in all job listings and position descriptions advertised. In stating the minimum and maximum salary or hourly pay for the position, the range shall extend from the lowest to the highest salary or hourly pay that the employer in good faith believes at the time of the posting it would pay for the advertised job, promotion, or transfer opportunity; (2) Disclose to prospective employees the existence of healthcare benefits that employees may receive before the first interview. (b) Should an employer not provide disclosures required pursuant to subsection (a) of this section, a prospective employee may inquire about such disclosures.

Source: <https://code.dccouncil.gov/us/dc/council/code/sections/32-1453.01>

District of Columbia — State pay transparency laws — salary range disclosure requirements


**State:** Hawaii

**Statute citation:** Chapter 378, Hawaii Revised Statutes

**Employee threshold:** does not apply to positions with employers having fewer than fifty employees

**What must be disclosed:** Job listings shall disclose an hourly rate or salary range that reasonably reflects the actual expected compensation.

**Effective date / cure period:** This Act shall take effect on January 1, 2024.

> §378- Job listing; disclosures. (a) J ob listings shall disclose an hourly rate or salary range that reasonably reflects the actual expected compensation. (b) This section shall not apply to job listings for: (1) Positions that are internal transfers or promotions within a current employer; (2) Public employee positions for which salary, benefits, or other compensation are determined pursuant to collective bargaining; or (3) Positions with employers having fewer than fifty employees. " SECTION 3. Section 378-2.3, Hawaii Revised Statutes, is amended by amending its title and subsection (a) to read as follows: " §378-2.3 Equal pay[ ; sex discrimination ]. (a) No employer shall discriminate between employees because of [ sex, ] any protected category listed in section 378-2(a)(1) by paying wages to employees in an establishment at a rate less than the rate at which the employer pays wages to other employees [ of the opposite sex ] in the establishment for [ equal work ] substantially similar work on jobs the performance of which requires equal skill, effort, and responsibility, and that are performed under similar working conditions. Payment differentials resulting from: (1) A seniority system; (2) A merit system; (3) A system that measures earnings by quantity or quality of production; (4) A bona fide occupational qualification; or (5) A differential based on any other permissible factor other than [ sex[,] ] any of the protected categories listed in section 378-2(a)(1), do not violate this section." SECTION 4. This Act does not affect rights and duties that matured, penalties that were incurred, and proceedings that were begun before its effective date. SECTION 5. Statutory material to be repealed is bracketed and stricken. New statutory material is underscored. SECTION 6. This Act shall take effect on January 1, 2024.

Source: <https://www.capitol.hawaii.gov/sessions/session2023/bills/SB1057_CD1_.HTM>

Hawaii — State pay transparency laws — salary range disclosure requirements


**State:** Illinois

**Statute citation:** 820 ILCS 112/10

**Employee threshold:** 15 or more employees

**What must be disclosed:** 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.

**Effective date / cure period:** 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.

> (b-25) 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. If an employer engages a third party to announce, post, publish, or otherwise make known a job posting, the employer shall provide the pay scale and benefits, or a hyperlink to the pay scale and benefits, to the third party and the third party shall include the pay scale and benefits, or a hyperlink to the pay scale and benefits, in the job posting. The third party is liable for failure to include the pay scale and benefits in the job posting, unless the third party can show that the employer did not provide the necessary information regarding pay scale and benefits. An employer shall announce, post, or otherwise make known all opportunities for promotion to all current employees no later than 14 calendar days after the employer makes an external job posting for the position, except for positions in the State of Illinois workforce designated as exempt from competitive selection. Nothing in this subsection requires an employer to make a job posting. Posting of a relevant and up to date general benefits description in an easily accessible, central, and public location on an employer's website and referring to this posting in the job posting shall be deemed to satisfy the benefits posting requirement under this subsection. This subsection only applies to positions that (i) will be physically performed, at least in part, in Illinois or (ii) will be physically performed outside of Illinois, but the employee reports to a supervisor, office, or other work site in Illinois. Nothing in this subsection prohibits an employer or employment agency from asking an applicant about his or her wage or salary expectations for the position the applicant is applying for. An employer or employment agency shall disclose to an applicant for employment the pay scale and benefits to be offered for the position prior to any offer or discussion of compensation and at the applicant's request, if a public or internal posting for the job, promotion, transfer, or other employment opportunity has not been made available to the applicant. 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.

Source: <https://www.ilga.gov/legislation/ilcs/fulltext.asp?DocName=082001120K10>

Illinois — State pay transparency laws — salary range disclosure requirements


**State:** Maryland

**Statute citation:** §3–304.2

**What must be disclosed:** 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

> §3–304.2. (a) (1) This subsection applies only with respect to a position for work that will be physically performed, at least in part, in the State. (2) 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; and (ii) if a public or internal posting for a position was not made available to an applicant for the position, disclose to the applicant the information required to be disclosed in a public or internal posting under item (i) of this paragraph: 1. before a discussion of compensation is held with the applicant; and 2. at any other time on request of the applicant. (b) An employer shall set the wage range disclosed under subsection (a)(2) of this section in good faith.

Source: <https://mgaleg.maryland.gov/mgawebsite/Laws/StatuteText?article=gle&section=3-304.2&enactments=false>

Maryland — State pay transparency laws — salary range disclosure requirements


**State:** Massachusetts

**Statute citation:** Chapter 149, Section 105F

**Employee threshold:** 25 or more employees in the commonwealth

**What must be disclosed:** A covered employer, or its agent, shall disclose the pay range for a particular and specific employment position in the posting of the position.

**Penalty:** 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

**Effective date / cure period:** [Text of section added by 2024, 141, Sec. 7 effective October 29, 2025. See 2024, 141, Sec. 13.]

> [Text of section added by 2024, 141, Sec. 7 effective October 29, 2025. See 2024, 141, Sec. 13.] Section 105F. (a) As used in this section, the following words shall have the following meanings unless the context clearly requires otherwise: ''Covered employer'', any employer, public or private, that employs 25 or more employees in the commonwealth. ''Pay range'', the annual salary range or hourly wage range that the covered employer reasonably and in good faith expects to pay for such position at that time. ''Posting'', any advertisement or job posting intended to recruit job applicants for a particular and specific employment position, including, but not limited to, recruitment done directly by a covered employer or indirectly through a third party. (b) A covered employer, or its agent, shall disclose the pay range for a particular and specific employment position in the posting of the position. (c) A covered employer, or its agent, shall provide the pay range for a particular and specific employment position to an employee who is offered a promotion, or transfer, to a new position with different job responsibilities. (d) A covered employer, or its agent, shall provide the pay range for a particular and specific employment position to an employee holding such position, or to an applicant for such position, upon request. (e) It shall be unlawful for a covered employer to discharge or in any other manner retaliate or discriminate against any employee or applicant because the employee or applicant has: (i) taken action to enforce their rights pursuant to this section; (ii) made any complaint to their employer, an agent of their employer or the attorney general regarding an alleged violation of this section; (iii) instituted, or caused to be instituted, any proceeding under this section; or (iv) testified or is about to testify in any such proceeding. (f)(1) The attorney general shall have the exclusive jurisdiction to enforce subsections (b) to (d), inclusive, and may obtain injunctive or declaratory relief for this purpose. Any covered employer who violates this section shall be 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. A fourth or subsequent offense shall be subject to paragraphs (1) and (2) of subsection (b) of section 27C.

Source: <https://malegislature.gov/Laws/GeneralLaws/PartI/TitleXXI/Chapter149/Section105F>

Massachusetts — State pay transparency laws — salary range disclosure requirements


**State:** Minnesota

**Statute citation:** Sec. 181.173 MN Statutes

**Employee threshold:** 30 or more employees at one or more sites in Minnesota

**What must be disclosed:** 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.

> Subdivision 1. Definitions. (a) For the purposes of this section, the following terms have the meanings given. (b) "Employer" means a person or entity that employs 30 or more employees at one or more sites in Minnesota and includes an individual, corporation, partnership, association, nonprofit organization, group of persons, state, county, town, city, school district, or other governmental subdivision. (c) "Posting" means any solicitation intended to recruit job applicants for a specific available position, including recruitment done directly by an employer or indirectly through a third party, and includes any postings made electronically or via printed hard copy, that includes qualifications for desired applicants. (d) "Salary range" means the minimum and maximum annual salary or hourly range of compensation, based on the employer's good faith estimate, for a job opportunity of the employer at the time of the posting of an advertisement for such opportunity. § Subd. 2. Salary ranges in job postings required. (a) 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. (b) An employer that does not plan to offer a salary range for a position must list a fixed pay rate. A salary range may not be open ended.

Source: <https://www.revisor.mn.gov/statutes/cite/181.173>

Minnesota — State pay transparency laws — salary range disclosure requirements


**State:** Nevada

**Statute citation:** NRS 613.133

**What must be disclosed:** 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

**Penalty:** 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

> 2. An employer or an employment agency, as applicable, shall provide: (a) 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 if an employee has: (1) Applied for the promotion or transfer; (2) Completed an interview for the promotion or transfer or been offered the promotion or transfer; and (3) Requested the wage or salary range or rate for the promotion or transfer. 3. Nothing in this section prohibits an employer or employment agency from asking an applicant for employment about his or her wage or salary expectation for the position for which the applicant is applying. 4. It is an unlawful employment practice for: (a) An employer or an employment agency to violate any provision of this section; and (b) The governing body of a county, incorporated city or unincorporated town or an appointing authority governed by the provisions of <https://www.leg.state.nv.us/NRS/NRS-284.html#NRS284> chapter 284 of NRS to violate any provision of <https://www.leg.state.nv.us/NRS/NRS-245.html#NRS245Sec0465> NRS 245.0465 , <https://www.leg.state.nv.us/NRS/NRS-268.html#NRS268Sec4067> 268.4067 , <https://www.leg.state.nv.us/NRS/NRS-269.html#NRS269Sec084> 269.084 or <https://www.leg.state.nv.us/NRS/NRS-284.html#NRS284Sec286> 284.286 , as applicable. 5. A person may file with the Labor Commissioner a complaint against an employer or employment agency, as applicable, for engaging in an unlawful employment practice specified in subsection 4. 6. In addition to any other remedy or penalty, 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.

Source: <https://www.leg.state.nv.us/NRS/NRS-613.html>

Nevada — State pay transparency laws — salary range disclosure requirements


**State:** New Jersey

**Statute citation:** C.34:6B-23

**Employee threshold:** 10 or more employees over 20 calendar weeks

**What must be disclosed:** 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.

**Penalty:** a civil penalty in an amount not to exceed $300 for the first violation, and $600 for each subsequent violation

**Effective date / cure period:** This act shall take effect on the first day of the seventh month next following the date of enactment.

> b. 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. Nothing in this subsection shall be construed to prohibit an employer from increasing the wages, benefits, and compensation identified in the job opening posting at the time of making an offer for employment to an applicant. c. (1) Any employer who violates this act shall be subject to a civil penalty in an amount not to exceed $300 for the first violation, and $600 for each subsequent violation, collectible by the Commissioner of Labor and Workforce Development in a summary proceeding pursuant to the "Penalty Enforcement Law of 1999," P.L.1999, c.274 (C.2A:58-10 et seq.). (2) An employer’s failure to comply with subsection a. of this section for one promotional opportunity shall be considered one violation for all listings of a particular promotion, even if that promotion is listed on multiple forums. (3) An employer’s failure to comply with subsection b. of this section for all postings for a particular job opening or transfer opportunity shall be considered one violation regardless of the number of postings that list, or forums that advertise, that job opening or transfer opportunity, as appropriate. d. (1) Temporary help service firms and consulting firms registered with the Division of Consumer Affairs in the Department of Law and Public Safety shall not be required to provide on job postings that are posted for the purpose of identifying qualified applicants for potential future job openings and not for existing job openings: (a) the hourly wage or salary, or range of hourly wage or salary; or (b) a general description of benefits and other compensation programs for which the employee would be eligible. (2) Temporary help service firms or consulting firms shall be required to provide the pay and benefit information listed in paragraph (1) of this subsection to an applicant for temporary employment at the time of interview or hire for a specific job opening. e. As used in this act: “Employer” means any person, company, corporation, firm, labor organization, or association which has 10 or more employees over 20 calendar weeks and does business, employs persons, or takes applications for employment within this State, including the State, P.L. 2024, CHAPTER 91 2 any county or municipality, or any instrumentality thereof. The term shall include job placement and referral agencies and other employment agencies. “Promotion” means a change in job title and an increase in compensation. 2. This act shall take effect on the first day of the seventh month next following the date of enactment.

Source: <https://pub.njleg.state.nj.us/Bills/2024/PL24/91_.PDF>

New Jersey — State pay transparency laws — salary range disclosure requirements


**State:** New York

**Statute citation:** Labor Law - LAB § 194-b

**Employee threshold:** four or more employees

**What must be disclosed:** 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

**Penalty:** 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

> No employer, employment agency, employee, or agent thereof shall advertise a job, promotion, or transfer opportunity that will physically be performed, at least in part, in the state of New York, including a job, promotion, or transfer opportunity that will physically be performed outside of New York but reports to a supervisor, office, or other work site in New York without disclosing the following: (i) 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. b. An employer, employment agency, employee, or agent thereof advertising for a job, promotion, or transfer opportunity paid solely on commission shall maintain compliance with subparagraph (i) of paragraph a of this subdivision by disclosing a general statement that compensation shall be based on commission. 2. No employer shall refuse to interview, hire, promote, employ or otherwise retaliate against an applicant or current employee for exercising any rights under this section. 3. The commissioner shall promulgate rules and regulations to effectuate the provisions of this section. 4. The department shall conduct a public awareness outreach campaign, which shall include making information available on its website and otherwise informing employers of the provisions of this section. 5. a. Any person claiming to be aggrieved by a violation of this section may file with the commissioner a complaint regarding such alleged violation for an investigation of such complaint and statement setting the appropriate remedy, if any, pursuant to the provisions of <https://1.next.westlaw.com/Link/Document/FullText?findType=L&originatingContext=document&transitionType=DocumentItem&pubNum=1000101&refType=LQ&originatingDoc=I69e70e00ea8711f0a1c4eae48834d5ff&cite=NYLBS196-A> section one hundred ninety-six-a of this article. b. 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 <https://1.next.westlaw.com/Link/Document/FullText?findType=L&originatingContext=document&transitionType=DocumentItem&pubNum=1000101&refType=LQ&originatingDoc=I69e73510ea8711f0a1c4eae48834d5ff&cite=NYLBS218> section two hundred eighteen of this chapter. 6. For the purposes of this section the following terms shall have the following meanings: a. “ range of compensation ” shall mean the minimum and maximum annual salary or hourly range of compensation for a job, promotion, or transfer opportunity that the employer in good faith believes to be accurate at the time of the posting of an advertisement for such opportunity. b. “ employer ” shall mean: (i) any person, corporation, limited liability company, association, labor organization or entity employing four or more employees in any occupation, industry, trade, business or service, or any agent thereof; and

Source: <https://codes.findlaw.com/ny/labor-law/lab-sect-194-b/>

New York — State pay transparency laws — salary range disclosure requirements


**State:** Rhode Island

**Statute citation:** Rhode Island General Laws Title 28. Labor and Labor Relations § 28-6-22

**What must be disclosed:** 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.

> 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. An employer shall provide an employee the wage range for the employee's position both at the time of hire and when the employee moves into a new position. During the course of employment, upon an employee's request, an employer shall provide the wage range for the employee's position. (d) The department of labor and training may provide guidance to employers for determining the information to be provided pursuant to subsection (c) of this section, and may include information regarding definitions applicable to this chapter. (e) An employer may not refuse to interview, hire, promote, or employ an applicant for employment or employee and may not retaliate against that individual because he or she did not provide a wage history or because he or she requested the wage range for a position in accordance with this section.

Source: <https://codes.findlaw.com/ri/title-28-labor-and-labor-relations/ri-gen-laws-sect-28-6-22.html>

Rhode Island — State pay transparency laws — salary range disclosure requirements


**State:** Washington

**Statute citation:** RCW 49.58.110

**Employee threshold:** 15 or more employees

**What must be disclosed:** 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

**Penalty:** statutory damages of no less than $100 and no more than $5,000 per violation

**Effective date / cure period:** 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

> (1) Required disclosures in postings. (a) The employer must disclose in each posting for each job opening: (i) 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. For the purposes of this section, "posting" means any solicitation intended to recruit job applicants for a specific available position, including recruitment done directly by an employer or indirectly through a third party, and includes any postings done electronically, or with a printed hard copy, that includes qualifications for desired applicants. "Posting" does not include a solicitation for recruiting job applicants that is digitally replicated and published without an employer's consent. (b) 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 under subsection (4) or (5) of this section. Any person may provide written notice to an employer alleging that the employer's posting does not comply with this subsection (1). If an employer receives notice from any person as to a particular posting, this constitutes adequate notice for the duration of that posting for any job applicant seeking remedies under subsection (4) or (5) of this section. If the employer corrects the posting within five business days of receiving the written notice and, where applicable, contacts any applicable third-party posting entity with a demand to correct the posting, then neither the department nor the court may assess or award penalties, damages, or other relief under this section for the violation. This subsection (1)(b) does not apply after July 27, 2027. (2) Required disclosures for internal transfers and promotions. Upon request of an employee offered an internal transfer to a new position or promotion, the employer must provide the wage scale or salary range for the employee's new position, except where the employer is offering only a fixed wage amount for the new position or promotion, the employer must disclose the fixed wage amount rather than a scale or range. (3) Application. This section only applies to employers with 15 or more employees. (4) Administrative remedies. (a) The director shall investigate if a job applicant or employee files a complaint with the department alleging a violation of this section. If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation. If no agreement is reached to resolve the violation, the director may issue a citation and notice of assessment and may order the employer to pay each affected job applicant or employee statutory damages of no less than $100 and no more than $5,000 per violation.

Source: <https://app.leg.wa.gov/rcw/default.aspx?cite=49.58.110>

Washington — State pay transparency laws — salary range disclosure requirements