Pay transparency laws by state

Employers with 15+ employees must include the pay scale in every job posting. Any employee can request the pay scale for their own position. Salary history questions are banned. (in effect since 2023)

All employers must list the pay range and a general description of benefits in postings, including remote roles that could be done in Colorado. First state to require it. (in effect since 2021)

Employers with 15+ employees must list the wage scale or salary range and a general description of benefits in postings. (in effect since 2023)

Employers with 4+ employees must list a good-faith minimum and maximum pay in postings, including for remote roles reporting into New York. New York City had its own rule first. (in effect since 2023)

Employers with 1+ employees must list the minimum and maximum pay in postings and disclose healthcare benefits before the first interview. Salary history questions are banned. (in effect since 2024)

Employers with 50+ employees must include the hourly rate or salary range in postings. (in effect since 2024)

All employers must include the wage range and a general description of benefits in postings. Earlier law required disclosure on request. (in effect since 2024)

Employers with 15+ employees must include the pay scale and benefits in postings, and must tell current employees about promotion opportunities. (in effect since 2025)

Employers with 30+ employees must include a good-faith pay range and a general description of benefits in postings. (in effect since 2025)

Employers with 10+ employees must include the pay range and a general description of benefits in postings. (in effect since 2025)

Employers with 5+ employees must include the compensation range in postings. (in effect since 2025)

Employers with 25+ employees must include the pay range in postings and provide it to employees on request. (in effect since 2025)

Employers must provide the wage range to applicants on request or before an offer, whichever comes first, and to employees on hire, on a role change, or on request. (in effect since 2021)

Employers must provide the wage range to applicants who have completed an interview, and to employees seeking a promotion or transfer, on request. (in effect since 2021)

Employers must provide the wage range on request and before discussing compensation. Salary history questions are banned. (in effect since 2023)

Employers cannot ask about or rely on salary history. No range-disclosure requirement. (in effect since 2019)

Employers cannot ask about salary history until after an offer that includes compensation. No range-disclosure requirement. (in effect since 2019)

Employers cannot refuse to hire or retaliate against an applicant who declines to share salary history. (in effect since 2019)

Employers cannot ask about salary history before an offer. A range-in-posting law has been enacted with a later effective date; check the current status. (in effect since 2017)