Effective date: Jan. 1, 2023

Employers affected: All employers with 15 or more employees

Employers with 15 or more employees must include pay ranges in all job postings. Should such an employer engage a third party to announce, post, publish or otherwise make known a job posting, the third party must include the pay range in the job posting.

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Effective date: Jan. 1, 2018

Employers affected: All employers

Employers must provide the pay range for a given position to job applicants upon request after an applicant has completed an initial interview with the employer.

Effective Jan. 1, 2023, California amended this provision to require employers to disclose the pay range for a given position to job applicants upon request — with no requirement that the candidate first complete an initial interview, as the previous law stipulated. Upon request, employers also must disclose pay ranges to a current employee for the position in which the employee is currently employed. Employers must maintain job title and pay history records for each employee for the duration of employment plus three years after the end of employment.

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Effective date: Jan. 1, 2024

Employers affected: All employers with 50 or more employees

Employers must provide the pay ranges in all job postings that reasonably reflect the actual expected compensation. The law does not apply to job listings for positions that include internal transfers or promotions within a current employer, and public employee positions for which pay and benefits are determined pursuant to collective bargaining.

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Effective date: Jan. 1, 2025

Employers affected: All employers with 15 or more employees

Employers must include pay ranges and benefits information in all job postings. A hyperlink to a publicly viewable page containing this information satisfies the law’s requirements. Should an employer engage a third party to announce, post, publish or otherwise make known a job posting, it must provide pay range and benefits information to the third party.

Employers also must 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. This does not apply to positions that the state designates as exempt from competitive selection.

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Effective date: Sept. 1, 2022

Employers affected: All employers in the city with four or more employees

Employers must disclose the minimum and maximum hourly or salary compensation for each job, promotion or transfer opportunity. The range may extend from the lowest to the highest hourly wage or salary that the employer in good faith believes at the time of the posting it would pay. The law does not cover advertisements for temporary employment at a temporary help firm.

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Effective date: April 13, 2022

Employers affected: All employers in the city with five or more employees

Employers must disclose the minimum and maximum salary, or hourly wage, and benefits for each job, promotion or transfer opportunity. The range may extend from the lowest to the highest salary that the employer in good faith believes at the time of the posting it would pay. 

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Effective date: Approximately July 31, 2025

Employers affected: All employers with 25 or more employees

Employers with 25 or more employees must disclose pay ranges in job postings, provide the pay range of a position to an employee who is offered a promotion or transfer and, on request, provide the pay range to employees who hold that position or are applying for it. Employers with 100 or more employees also must submit wage data reports to the state; first reports are due Feb. 1, 2025.

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Effective date: Jan. 1, 2025

Employers affected: All employers with 30 or more employees at one or more sites in Minnesota

Employers must disclose the minimum and maximum salary, or hourly wage range, and benefits for each job opportunity. The range may extend from the lowest to the highest salary that the employer in good faith believes at the time of the posting it would pay, but the range may not be open ended. Employers that do not plan to offer a pay range for a position must list a fixed pay rate.

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Effective date: Sept. 17, 2023

Employers affected: All employers with four or more employees

Employers must disclose pay or pay range for all jobs, promotions and transfer opportunities that can or will be performed, at least in part, in the state. The range may extend from the lowest to the highest hourly wage or salary that the employer in good faith believes at the time of the posting it would pay. The law does not cover advertisements for temporary employment at a temporary help firm.

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Effective date: July 1, 2025

Employers affected: All employers with five or more employees

Employers must disclose the minimum and maximum salary, or hourly wage range, for each job opportunity either physically located in Vermont or performed remotely for an office or work location that is physically located in Vermont. The range may extend from the lowest to the highest salary that the employer in good faith believes at the time of the posting it would pay. Job openings paid on a commission or tipped basis must disclose this fact.

The law does not apply to remote jobs that perform work predominantly for one or more offices or work locations that are physically located outside of Vermont.

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Effective date: June 30, 2024

Employers affected: All employers in the district except the D.C. and federal governments

Employers must disclose the minimum and maximum salary for each job, promotion or transfer opportunity. The range may extend from the lowest to the highest salary the employer in good faith believes at the time of the posting it would pay. If employers do not disclose this information, prospective employees may inquire about it.

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Effective date: Nov. 6, 2022

Employers affected: All employers in the county with four or more employees

Employers must disclose the minimum and maximum salary for each job, promotion or transfer opportunity. The range may extend from the lowest to the highest salary the employer in good faith believes at the time of the posting it would pay. The law does not cover advertisements for temporary employment at a temporary help firm but does cover any position that is required to be performed, in whole or in part, in the county, whether from an office, in the field or remotely.

“Help Wanted” signs and similar communication affixed to the premises of the employer or place of employment that do not reference any particular positions are not included in the law’s definition of “posting.”

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