In today’s job market, transparency has become just as important as opportunity. Candidates don’t just want to know what they’ll be doing, they want to know what it pays. A job posting that doesn’t include salary information often feels incomplete, sometimes even suspicious.
After all, no one wants to invest hours applying, interviewing, and negotiating, only to find out the compensation doesn’t match expectations.
For employers, being upfront about pay isn’t just about attracting talent; it’s about trust. More job seekers are drawn to companies that are transparent and fair about how they pay employees. And now, that trust isn’t only a good practice, in many states, it’s the law.
Let’s take a closer look at which states require employers to share salary ranges in their job postings, why these laws exist, and what can happen if companies ignore them.
Why Sharing Salary Ranges Matters
Posting salary ranges helps create fairness and equality in the workplace. Historically, pay secrecy allowed wage gaps, especially across gender and racial lines, to persist. By making salary information public, companies promote pay equity, accountability, and stronger hiring relationships.
Transparency also complements broader equal employment practices, ensuring that pay decisions aren’t influenced by discriminatory behavior or bias. Employers who already maintain strong policies against unfair practices, such as those outlined in the Pregnancy Discrimination Act or the ADA, often find it easier to align with pay transparency laws because their compliance culture is already established.
For job seekers, it sets clear expectations and saves time. For employers, it reduces turnover and builds credibility. Many organizations also find that pay transparency improves internal morale because employees understand that pay decisions are based on consistent standards.
That’s why more states are introducing pay transparency laws—not only to protect workers but also to encourage a healthier, more open job market.
States That Require Salary Ranges in Job Postings
Here are some states where employers are required by law to include salary ranges or pay information in job postings (as of 2025):
- California – Employers with 15 or more employees must include the pay scale in any job posting, whether posted directly or through a third party.
- Colorado – One of the first states to pass such a law, Colorado requires all employers to include salary ranges and a description of benefits in job postings.
- New York (State and City) – New York State requires employers with four or more employees to disclose pay ranges. New York City has its own similar rule.
- Washington – Employers with 15 or more employees must include a salary range and a general description of benefits in job postings.
- Hawaii – Recently added to the list, Hawaii now requires employers to post salary ranges for all advertised positions.
- Illinois – Beginning in 2025, employers must disclose pay ranges in job postings and internal promotions.
- Rhode Island – While not required in every posting, employers must share salary ranges upon request and before discussing compensation.
- Connecticut – Employers must provide wage range information to applicants either upon request or before making an offer.
- Maryland – Employers must disclose salary ranges upon request, ensuring job seekers have access to fair pay information.
- Nevada – Employers are required to provide wage information to applicants after an interview, even if it’s not listed upfront.
These laws vary in how and when salary information must be shared, some require full disclosure in job postings, while others only mandate transparency during certain stages of hiring.
What Happens If Employers Don’t Share Salary Ranges?
Failing to comply with pay transparency laws can result in penalties, complaints, and reputational damage. In some states, employees or applicants can file complaints with labor departments, leading to fines or investigations.
More importantly, lack of transparency often reflects deeper organizational issues. Companies that struggle with payroll consistency or multi-state regulations may already face related compliance challenges, such as those tied to payroll tax compliance across multiple states. Addressing these together ensures smoother HR operations and stronger legal protection.
The Importance of Compliance, and How Compliance Prime Can Help
Keeping up with changing state laws can be challenging, especially as more states join the list each year. That’s where Compliance Prime comes in.
Compliance Prime offers expert-led Human Resources webinars that help HR professionals, recruiters, and business owners stay up to date on the latest employment laws, pay transparency requirements, and compliance best practices.
Through these webinars, HR professionals and employers gain valuable insights that help them improve their tracking and evaluation systems by focusing on key HR metrics, such as pay equity, employee satisfaction, and turnover trends. These insights support fair pay initiatives and strengthen overall compliance readiness.
Whether you’re managing one office or hiring across multiple states, staying informed is your best defense against compliance mistakes. Compliance Prime’s HR webinars provide all the information professionals need to stay compliant and perform their work accurately and confidently.
Conclusion
Salary transparency isn’t just a legal requirement, it’s a shift in how companies build trust with employees. As more states adopt these laws, employers who lead with honesty will attract stronger candidates and foster a fairer workplace. To stay ahead, HR professionals should regularly review employment laws and regulations that impact hiring, compensation, and recordkeeping. Understanding these connections helps build a culture of compliance that benefits both employers and employees.
