Navigating pay transparency laws by state can be incredibly challenging for employers in 2026. As more jurisdictions pass mandatory salary disclosure requirements, hiring managers and HR teams must keep track of a patchwork of local regulations. This comprehensive guide and comparison matrix will help you understand the salary disclosure requirements by state so you can avoid costly compliance violations.
The 2026 Pay Transparency Comparison Matrix
Use the matrix below to compare the disclosure requirements, thresholds, and penalties across all 21 jurisdictions actively enforcing transparency laws.
| State / Jurisdiction | Law Name | Effective Date | Employee Threshold | Salary Range Required? | Benefits Required? | Applies to Remote? | Penalties |
|---|---|---|---|---|---|---|---|
| California | SB 1162 | 2023-01-01 | 15+ employees | Yes (Posting) | No | Yes | Up to $10,000 per violation |
| Colorado | EPEWA | 2021-01-01 | 1+ employees | Yes (Posting) | Yes | Yes | Up to $10,000 per violation |
| New York State | S9427A | 2023-09-17 | 4+ employees | Yes (Posting) | No | Yes | Up to $5,000 per violation |
| New York City | NYC Human Rights | 2022-11-01 | 4+ employees | Yes (Posting) | No | Yes | Up to $250,000 |
| Washington | EPOA | 2023-01-01 | 15+ employees | Yes (Posting) | Yes | Yes | Wages, damages, penalties |
| Illinois | HB 3129 | 2025-01-01 | 15+ employees | Yes (Posting) | Yes | Yes | Fines up to $10,000 |
| Connecticut | Pay Equity Law | 2021-10-01 | 1+ employees | Upon Request | No | Yes | Damages, attorney fees |
| Nevada | SB 293 | 2021-10-01 | 1+ employees | After Interview | No | Yes | Administrative fines |
| Vermont | Act 155 | 2025-07-01 | 5+ employees | Yes (Posting) | No | Yes | Restitution, injunction |
| New Jersey | S2310 | 2025-06-01 | 10+ employees | Yes (Posting) | Yes | Yes | Up to $600 per violation |
| Minnesota | MN Stat § 181.173 | 2025-01-01 | 30+ employees | Yes (Posting) | Yes | Yes | Dept of Labor enforcement |
| Maryland | EPEWA (Expanded) | 2024-10-01 | 1+ employees | Yes (Posting) | Yes | Yes | Up to $600 per violation |
| Massachusetts | Pay Transparency | 2025-10-29 | 25+ employees | Yes (Posting) | No | Yes | AG Enforcement |
| Rhode Island | RI Pay Equity | 2023-01-01 | 1+ employees | Upon Request | No | Yes | Up to $5,000 |
| Ontario (Canada) | WWFA 2024 | 2026-01-01 | 25+ employees | Yes (Posting) | No | Yes | Fines up to $100,000 |
| Washington D.C. | Wage Transparency | 2024-06-30 | 1+ employees | Yes (Posting) | Pre-Interview | Yes | Up to $20,000 |
| Hawaii | SB 1057 | 2024-01-01 | 50+ employees | Yes (Posting) | No | No | Penalties under Equal Pay |
| Delaware | HB 105 | 2027-09-26 | 25+ employees | Yes (Posting) | Yes | Yes | Delaware DOL |
| Oregon | SB 906 | 2026-01-01 | 1+ employees | Upon Hire | No | Yes | Up to $500 |
| Virginia | SB 215 / HB 636 | 2026-07-01 | 1+ employees | Yes (Posting) | No | Yes | AG civil penalties |
| Maine | 26 M.R.S. § 622-A | 2026-07-29 | 10+ employees | Yes (Posting) | No | Yes | DOL penalties |
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Check My Job Posting NowFrequently Asked Questions
Which states require salary ranges in job postings?
As of 2026, states requiring explicit salary ranges in all external job postings include California, Colorado, New York, Washington, Illinois, Vermont, New Jersey, Minnesota, Maryland, Massachusetts, Delaware, Virginia, and Maine. In addition to these states, certain localities such as New York City and Washington D.C., as well as Ontario, Canada, have similar strict disclosure laws.
Do pay transparency laws apply to remote workers?
Yes. The vast majority of these laws specifically dictate that if a remote job could be performed by a resident in their jurisdiction, the posting must comply. For example, if you are a Florida-based company posting a fully remote role nationwide, you must still adhere to the strict salary and benefit disclosure laws of Colorado, California, and New York, because residents of those states might apply. This "remote reach" is the primary reason why many US employers are simply adding pay ranges to all of their postings.
What are the penalties for non-compliance?
Failure to include mandatory disclosures can result in significant fines and legal exposure. In states like California, fines can reach up to $10,000 per violation. In New York City, intentional violations carry penalties up to $250,000. Furthermore, several states (like California and Virginia) allow a "private right of action," meaning that applicants who don't see a salary range can sue the company directly.
Sources
- California: SB 1162 / SB 642
- Colorado: Equal Pay for Equal Work Act
- New York State: S9427A
- New York City: NYC Human Rights Law
- Washington: Equal Pay and Opportunities Act (EPOA)
- Illinois: HB 3129
- Connecticut: Pay Equity Law
- Nevada: SB 293
- Vermont: Act 155 (H.704)
- New Jersey: S2310 / Pay Transparency Act
- Minnesota: MN Stat § 181.173
- Maryland: Equal Pay for Equal Work Act (Expanded)
- Massachusetts: Pay Transparency Act
- Rhode Island: RI Pay Equity Act
- Ontario (Canada): Working for Workers Four Act
- Washington D.C.: Wage Transparency Omnibus Amendment Act
- Hawaii: SB 1057 / Act 203
- Delaware: House Bill 105
- Oregon: Senate Bill 906
- Virginia: SB 215 / HB 636
- Maine: 26 M.R.S. § 622-A