Maine Salary Transparency Law (26 M.R.S. § 622-A): Complete Employer Guide

Overview of 26 M.R.S. § 622-A

Effective July 29, 2026, Maine joins the growing list of states mandating salary transparency in job postings. Enacted as 26 M.R.S. § 622-A, this law aims to close the wage gap and promote fair compensation practices across the state. The Maine salary transparency law requires employers to be upfront about the compensation they are offering for a role, ensuring that applicants are informed before they apply.

The law is designed to give candidates a clear understanding of the financial expectations associated with a job. By mandating that employers disclose the pay range in all job postings, Maine is taking a significant step towards pay equity and transparency in the workplace. Understanding these requirements is crucial for any business operating in Maine or hiring remote workers from the state.

For HR professionals, recruiters, and business owners, adapting to this new regulation means updating current hiring practices, revising job descriptions, and ensuring that all third-party job boards and recruitment agencies comply with the state's mandates.

Who Must Comply?

Important: The 10-employee threshold is critical. If your company has 10 or more employees total, and you are hiring for a position in Maine or a remote position that a Maine resident could fulfill, you are subject to this law. It doesn't matter if all 10 employees are in Maine; the total headcount of the organization dictates compliance.

This wide-reaching applicability means many national and international employers must adjust their job postings to ensure they meet Maine's standards if they are open to hiring candidates from the state.

Requirements

Maine's law has specific requirements for what must be included in job postings:

• Pay scale disclosure - The salary or hourly wage range you reasonably expect to pay for the position must be clearly stated in the job posting.
• Good-faith estimate - The range provided must be a good-faith estimate. Broad, open-ended ranges (e.g., "$30,000 and up") do not comply.
• Commission-only positions - If a position is compensated solely through commissions, this must be explicitly disclosed in the job posting.

The core objective is to prevent employers from hiding compensation details or offering lower pay to candidates based on their salary history or negotiation skills. By providing a clear range, candidates can make informed decisions about whether to pursue an opportunity.

Additionally, while the primary focus is on the job posting, employers should be prepared to discuss compensation structures openly during the interview process, as the law fosters a general environment of pay transparency.

Example: Compliant vs Non-Compliant

As you can see, the compliant example provides a clear, defined range that candidates can rely on, whereas the non-compliant example uses vague language that obscures the actual compensation being offered.

Remote Work Considerations

Remote work adds a layer of complexity to pay transparency laws. Under Maine's 26 M.R.S. § 622-A, remote jobs are subject to the disclosure requirements if:

• The job could be performed from Maine.
• The employer has 10 or more employees in total.
• The job posting does not explicitly exclude residents of Maine from applying.

Given the rise of remote work, it is highly recommended that employers adopt a nationwide approach to salary transparency. Including a compliant salary range in all remote job postings is the safest strategy to avoid inadvertently violating Maine's law or similar laws in other jurisdictions.

👉 Read our full guide on remote job salary disclosure

Penalties and Enforcement

Failure to comply with Maine's salary transparency law carries significant consequences. The state enforces the law through the Department of Labor, and penalties are designed to deter non-compliance.

• Civil Penalties: Employers found in violation of the law are subject to civil penalties. Fines can accumulate quickly, particularly for organizations with multiple non-compliant job postings.
• Recordkeeping Requirement: The law also introduces a stringent 3-year recordkeeping requirement. Employers must maintain records of job postings, compensation histories, and the pay scales for each position for at least three years. This documentation is crucial during any audit or investigation by the state labor department.

Employers should view compliance not just as a legal obligation but as a best practice for modern recruitment. Ignoring the law risks financial penalties and reputational damage in a competitive labor market.

👉 See our complete penalties guide

How to Comply

To ensure full compliance with Maine's 26 M.R.S. § 622-A, employers should take the following steps:

1. Audit Current Postings: Review all active job postings, including those on external job boards and company websites, to ensure a good-faith salary range is included.
2. Update Job Templates: Revise your standard job description templates to include a dedicated section for compensation and pay ranges.
3. Train Recruitment Teams: Ensure that your HR team, recruiters, and hiring managers are educated about the law's requirements, including the disclosure rules for commission-only roles.
4. Establish Recordkeeping Protocols: Implement systems to retain job postings, salary ranges, and compensation records for the mandated 3-year period.
5. Communicate with Third Parties: If you use external recruiters or staffing agencies, inform them of the compliance requirements and hold them accountable for adhering to the law in postings made on your behalf.

By proactively addressing these areas, employers can navigate Maine's salary transparency landscape smoothly and avoid the pitfalls of non-compliance.

Summary Checklist

Key Takeaways

• Maine's 26 M.R.S. § 622-A applies to employers with 10+ employees nationwide.
• Include a good-faith salary range in all job postings.
• Disclose if a role is commission-only.
• Remote jobs are covered if they could be filled by ME residents.
• Employers must maintain records for 3 years to comply with state audits.