Salary Transparency Laws by State
From USADNEWS Volume XVI, Issue 2
As USADWEB has previously reported, an increasing number of states across the country have begun implementing wage transparency laws, many of which directly affect the content of recruitment advertisements.
Below is a helpful reference chart of all states that currently have salary transparency laws in place that include advertising requirements, or have enacted legislation with advertising requirements that go into effect in the coming year.
USADWEB will continue to monitor for any new information on salary transparency laws that may affect recruitment advertising. Please note, however, that attorneys and employers are ultimately responsible for ensuring that all advertisements are in compliance with state and local laws. These requirements are not federal Department of Labor (DOL) regulations and do not have an effect on the labor certification process.
| State | Salary Law | Effective Date | Requirements | Penalties |
| ALABAMA | NA | NA | NA | NA |
| ALASKA | NA | NA | NA | NA |
| ARIZONA | NA | NA | NA | NA |
| ARKANSAS | NA | NA | NA | NA |
| CALIFORNIA | YES | Jan. 1, 2023 | Employers with 15 or more employees with at least one employee based in California are required to include salary in advertisements, including job postings for positions that can be performed remotely. | Civil penalties between $100 and $10,000 per violation. |
| COLORADO | YES | Jan. 1, 2024 | All employers with at least one employee in Colorado must include total compensation details, including salary, bonuses, and commissions, in job advertisements for any job to be performed in Colorado.
Does not apply to jobs performed entirely outside of Colorado or for postings that are advertised entirely outside of Colorado. |
Fines range between $500 and $10,000 per violation.
The CO DOL will NOT enforce fines for violations of the wage transparency law in cases where the jobs are posted as part of a PERM certification process and in compliance with federal DOL regulations. |
| CONNECTICUT | NA | NA | NA | NA |
| DELAWARE | NA | NA | NA | NA |
| FLORIDA | NA | NA | NA | NA |
| GEORGIA | NA | NA | NA | NA |
| HAWAII | YES | Jan. 1, 2024 | All employers with at least 50 employees must include a salary range or hourly wage rate in advertisements.
This does not apply to public employee positions where the compensation is determined through a collective bargaining agreement, or to internal transfers and promotions. |
Penalties include civil action for compensatory and punitive damages. |
| IDAHO | NA | NA | NA | NA |
| ILLINOIS | YES | Jan. 1, 2025 | Employers with 15 or more employees must include the wage range they reasonably expect to pay for the position, as well as a general description of benefits including bonuses, stock options, or other incentives.
This applies to jobs performed at least partially in Illinois, or that will be performed outside of Illinois but require the employee to report to an office or worksite in Illinois. |
Fines range from $500 to $10,000 per violation. |
| INDIANA | NA | NA | NA | NA |
| IOWA | NA | NA | NA | NA |
| KANSAS | NA | NA | NA | NA |
| KENTUCKY | NA | NA | NA | NA |
| LOUISIANA | NA | NA | NA | NA |
| MAINE | NA | NA | NA | NA |
| MARYLAND | YES | Oct. 1, 2024 | All employers, regardless of size, must include salary range, including minimum and maximum, a general description of benefits, and any other compensation element.
This applies to any position that will be performed at least partially in Maryland, not including positions that require only occasional travel to the state. |
For a first offense, the Commissioner of Labor can issue an order compelling compliance. Penalties range from $300 per employee for second offenses to $600 per employee for subsequent offenses. |
| MASSACHUSETTS | YES | July 31, 2025 | Employers with 25 or more employees must include the salary or hourly wage range in all advertisements. Employers with 100 or more employees in Massachusetts must also submit EEO and pay data to the MA DOL beginning February 1, 2025. | Penalties range from a warning for a first offense, to fines up to $500 for second offenses, and up to $25k per violation for fourth and subsequent offenses.
For the first two years after the effective date of the legislation, employers shall have two business days after being notified of a violation to correct the offense before being fined. |
| MICHIGAN | NA | NA | NA | NA |
| MINNESOTA | YES | Jan. 1, 2025 | Employers with 30 or more employees in Minnesota must include the starting salary range or fixed rate in all advertisements based on the employer’s good faith estimate at the time of posting. The salary cannot be open-ended. Employer must also include a general description of all benefits and other compensation. | The law currently does not specify the enforcement mechanisms or outline any penalties for violations. |
| MISSISSIPPI | NA | NA | NA | NA |
| MISSOURI | NA | NA | NA | NA |
| MONTANA | NA | NA | NA | NA |
| NEBRASKA | NA | NA | NA | NA |
| NEVADA | NA | NA | NA | NA |
| NEW HAMPSHIRE | NA | NA | NA | NA |
| NEW JERSEY
JERSEY CITY |
YES
YES |
June 1, 2025
June 2022 |
NJ STATE: Employers with ten or more employees must include the hourly wage or salary, or range, as well as benefits and any other compensation for which employees would be eligible within the first 12 months of employment. This also applies to any postings for promotions, new jobs, or transfers that are posted internally. The law does not prohibit employers from increasing the wages and benefits at the time of making an offer of employment.
Temporary help firms and consulting firms are specifically exempt from these requirements. JERSEY CITY: Jersey City requires employers with five or more employees in Jersey City to include a minimum and maximum annual salary or hourly wage in all job postings. |
Fines may be assessed up to $1,000 for a first offense, up to $5,000 for a second offense, and up to $10,000 for each subsequent offense. Each failure to include salary and benefit information in a job posting constitutes a separate violation.
Violations carry a fine of up to $2,000. |
| NEW MEXICO | NA | NA | NA | NA |
| NEW YORK
NEW YORK CITY |
YES
YES |
Sept. 17, 2023
Nov. 1, 2022 |
NY STATE: Employers with four or more employees must include a salary range in all advertisements, including new job opportunities, promotions, and transfers, that will be performed, at least in part, in New York. Other benefits are not required to be included. This legislation explicitly states that it does not preempt or supersede any local wage laws, such as the pre-existing wage transparency law that went into effect in NYC in November 2022.
NYC: Applies to employers with four or more employees where at least one employee works in NYC. Salary must be listed in all advertisements. It must be a definite range and not open-ended. |
Employers will be fined up to $1,000 for the first violation, up to $2,000 for a second violation, and up to $3,000 for a third and any subsequent violations.
Fines up to $250k for violations. |
| NORTH CAROLINA | NA | NA | NA | NA |
| NORTH DAKOTA | NA | NA | NA | NA |
| OHIO | NA | NA | NA | NA |
| OKLAHOMA | NA | NA | NA | NA |
| OREGON | NA | NA | NA | NA |
| PENNSYLVANIA | NA | NA | NA | NA |
| RHODE ISLAND | NA | NA | NA | NA |
| SOUTH CAROLINA | NA | NA | NA | NA |
| SOUTH DAKOTA | NA | NA | NA | NA |
| TENNESSEE | NA | NA | NA | NA |
| TEXAS | NA | NA | NA | NA |
| UTAH | NA | NA | NA | NA |
| VERMONT | YES | July 1, 2025 | Employers must disclose the salary or salary range in both internal and external job postings. The requirement applies to jobs that are physically performed in Vermont, as well as to remote positions that report to or work for an office or worksite located in the state. Employers must specify if positions are commission- or tip-based. | The law does not specify what penalties apply for non-compliance. The Office of the Vermont Attorney General is expected to publish further guidance before the law takes effect. |
| VIRGINIA | NA | NA | NA | NA |
| WASHINGTON D.C. | YES | June 30, 2024 | The law applies to all employers in D.C. regardless of size. Employers must include the estimated salary or hourly range in all external and internal job postings. Healthcare benefits must be disclosed to applicants prior to an initial interview. | Penalties range from $1,000 to $20k. |
| WASHINGTON STATE | YES | Jan. 1, 2023 | Employers must disclose the wage scale or salary range as well as a description of all benefits and other compensation in all job postings. Benefits and other compensation that must be disclosed include retirement plans, paid time off, paid holidays, bonuses, commissions, profit-sharing, and stock options. The stated wage cannot be open-ended.
The law applies to employers with 15 or more employees, with at least one Washington-based employee, that engages in business in the state of Washington, or that recruits for jobs that could be filled remotely by employees based in Washington. |
Employers could be ordered to pay damages directly to employees plus interest. Employers may also be fined up to $500 for a first offense and up to $1,000 or 10% of damages (whichever is greater) for additional violations. |
| WEST VIRGINIA | NA | NA | NA | NA |
| WISCONSIN | NA | NA | NA | NA |
| WYOMING | NA | NA | NA | NA |
