Pay transparency laws by state and locality

Published: May 23, 2024 | Updated: February 21, 2025 | by Emily Scace, JD, Senior Legal Editor at Brightmine

In an effort to advance pay equity, a growing number of states and localities have enacted pay transparency laws. These laws typically require employers to share the pay range for a position with applicants, either in the job posting or during the interview and hiring process. In some cases, employees also have the right to learn the pay range for their own role.

The charts below provide a snapshot of current, enacted and proposed pay transparency laws in US states and localities.

What are pay transparency laws?

Pay transparency laws require employers to disclose pay information in job postings, share pay ranges directly with job applicants, or both. This information may include salary ranges, hourly wages, wage scales and other pay information.

Many of these laws require employers to post the wage or salary ranges in job advertisements. Others only require employers to disclose salary ranges during the interviewing and hiring process. Some laws also require employers to disclose information about benefits and other forms of compensation.

Which states and localities have pay transparency laws?

As of February 20, 2025, there are 22 jurisdictions in the United States where pay transparency laws have been enacted. The below map and tables reflect which states and localities have a current, enacted or proposed pay transparency law. Though we make every effort to identify and track all relevant legislation, it may not be entirely exhaustive.

Map: Pay transparency laws by state

The following map indicates which states have a current or enacted pay transparency law:

Table: Pay transparency laws by state

The following states have a current, enacted or proposed pay transparency law:

State	Status	Covered employers	Pay range required in job postings?	Requirements
Alabama	N/A	N/A	N/A	N/A
Alaska	Proposed (S.B. 78)	All employers in Alaska.	Yes.	– Include a description of the compensation, including a pay range, in any notice, advertisement or other solicitation for employment. – Restrict salary history inquiries. – The law would also strengthen employee rights to discuss and disclose their wages.
Arizona	N/A	N/A	N/A	N/A
Arkansas	N/A	N/A	N/A	N/A
California	Current	Employers with 15 or more employees.	Yes.	– Include pay range in any job posting and provide to an applicant upon reasonable request. – Provide pay range for employee’s current position upon request.
Colorado	Current	Employers with at least one employee in Colorado.	Yes.	– Include pay range in any job posting, along with a general description of benefits and other compensation. – List the date a job application window is expected to close. – Inform all employees of internal job opportunities on the same day and prior to making a selection decision. – Share information about selected candidates and how employees may express interest in similar roles within 30 days of the new hire’s start date. – Share details about regular career progression paths, and associated pay and benefits for each step, with eligible employees.
Connecticut	Current	All employers in Connecticut with at least one employee.	No.	Employers must disclose pay range to an applicant upon request or before making an offer of compensation, whichever is earlier.
Delaware	N/A	N/A	N/A	N/A
District of Columbia (Washington DC)	Current	All employers with at least one employee in the District of Columbia, except for the DC and federal governments.	Yes.	– Include minimum and maximum projected salary or hourly pay in all postings advertising a job, promotion or transfer opportunity. – Disclose the existence of healthcare benefits to prospective employees before the first interview. – Post a notice in the workplace informing employees of their rights under the pay transparency law.
Florida	N/A	N/A	N/A	N/A
Georgia	N/A	N/A	N/A	N/A
Hawaii	Current	Employers with 50 or more employees.	Yes.	– Include an hourly rate or salary range that reasonably reflects expected compensation in job listings. – Note: Internal job postings for promotions or transfers are excluded and need not include a pay range.
Idaho	N/A	N/A	N/A	N/A
Illinois	Current	– Job posting requirements: Employers with 15 or more employees – Other requirements: All employers	Yes.	– Include a pay scale and benefits description in any posting for a specific position (employers with 15+ employees only). – Announce, post or otherwise notify current employees of promotion opportunities within 14 days of making an external job posting for the position. – Inform applicants of the pay scale and benefits for a position upon request and prior to discussing compensation, if a public or internal posting with the information has not been made available.
Indiana	Proposed (H.B. 1300)	All employers in Indiana.	Yes	– Include a pay range and general description of benefits and other compensation in each posting for a job, promotion or transfer opportunity. – Provide employees with the pay range for their role upon hire, transfer, promotion and the employee’s request.
Iowa	N/A	N/A	N/A	N/A
Kansas	N/A	N/A	N/A	N/A
Kentucky	Proposed (H.B. 362)	All employers in Kentucky.	Yes.	Include a pay range and general description of benefits and other compensation in any print or electronic job posting.
Louisiana	N/A	N/A	N/A	N/A
Maine	Proposed (H.B. 18)	Employers with 10 or more employees.	Yes.	– Include a pay range in job postings. – Disclose a pay range for a current employee’s position to that employee upon request.
Maryland	Current	All employers in Maryland.	Yes.	– Provide job applicants with the pay range for the position for which the individual applied. – Include a wage range and general description of benefits and other compensation in any posting for a job that will be physically performed at least partly in Maryland.
Massachusetts	Enacted (Effective October 29, 2025)	Employers with 25 or more employees in Massachusetts.	Yes.	– Include a pay range in any advertisement or job posting intended to recruit applicants for a specific role. – Share a pay range with an employee upon request for their current role, and with applicants upon request for a role to which they are applying. – Share a pay range with an employee offered a promotion or transfer to a new position with different job responsibilities.
Michigan	Proposed (S.B. 6)	All employers in Michigan.	No.	Provide employees with wage information for similarly situated employees within 30 days of an employee’s request.
Minnesota	Current	Employers with 30 or more employees in Minnesota.	Yes.	Include a starting salary range and description of benefits and other compensation in any job posting.
Mississippi	N/A	N/A	N/A	N/A
Missouri	Proposed (S.B. 373)	All employers in Missouri.	No.	– Provide a pay range to a job applicant upon request or before making an offer of compensation, whichever comes first. – Allow employees applying for a promotion or transfer to a new position learn the pay range for the new role.
Montana	Proposed (S.B. 313)	All employers in Montana.	Yes.	– Include a pay range and general description of benefits and other compensation in any job posting and inform current employees of opportunities for promotion. – Employees offered an internal promotion or transfer would have the right to learn the pay range for the new position.
Nebraska	N/A	N/A	N/A	N/A
Nevada	Current	All employers in Nevada.	No.	Provide job applicants who have completed an interview (including for a promotion or transfer) with pay range for the position.
New Hampshire	N/A	N/A	N/A	N/A
New Jersey	Enacted (effective June 1, 2025)	Any employer with 10 or more employees that does business, employs workers or takes job applications within New Jersey.	Yes.	Include an hourly wage or salary (or a range) and a general description of benefits and other compensation in any internal or external posting for a job or transfer opportunity.
New Mexico	N/A	N/A	N/A	N/A
New York	Current	Employers with four or more employees.	Yes.	Include pay range and job description in any ad for a job, promotion or transfer opportunity performed at least partly in New York or reporting to a New York-based office, supervisor or other work site.
North Carolina	N/A	N/A	N/A	N/A
North Dakota	N/A	N/A	N/A	N/A
Ohio	N/A	N/A	N/A	N/A
Oklahoma	N/A	N/A	N/A	N/A
Oregon	Proposed (H.B. 2746)	All employers in Oregon.	Yes.	– Include a pay range in any internal or external posting for a job, promotion or transfer opportunity. – Provide employees with the pay range for their own roles upon hire, transfer, promotion and once per year upon request.
Pennsylvania	N/A	N/A	N/A	N/A
Rhode Island	Current	All employers in Rhode Island.	No.	– Provide applicant with pay range for the position to which they have applied, upon request and before discussing compensation. – Provide employees with a pay range for the employee’s position at time of hire, upon request and when the employee moves into a new position.
South Carolina		No	N/A	N/A
South Dakota		No	N/A	N/A
Tennessee		No	N/A	N/A
Texas		No	N/A	N/A
Utah		No	N/A	N/A
Vermont	Enacted (effective July 1, 2025)	Employers with five or more employees.	Yes.	Include a pay range in any written advertisement for a position that is physically located in Vermont, or a remote role that will predominately perform work for a Vermont-based office or work location.
Virginia	Proposed (S.B. 1132)	All employers in Virginia.	Yes.	Include a good faith pay range in any public or internal posting advertising a job, promotion or transfer opportunity.
Washington	Current	Employers with 15 or more employees.	Yes.	– Include pay range and general description of benefits and other compensation in any job posting. – Provide pay range upon request to an employee offered an internal transfer or promotion.
West Virginia	N/A	N/A	N/A	N/A
Wisconsin	N/A	N/A	N/A	N/A
Wyoming	N/A	N/A	N/A	N/A

Table: Pay transparency laws by locality

The following localities have a current, enacted or proposed pay transparency law:

Locality	Status	Covered employers	Pay range required in job postings?	Requirements
Jersey City, New Jersey	Current	Employers with at least five employees within Jersey City.	Yes.	Include pay range in any ad for a job, promotion or transfer opportunity.
Albany County, New York	Current	Employers with four or more employees.	Yes.	Include pay range in any ad for a job, promotion or transfer opportunity.
Ithaca, New York	Current	Employers with four or more employees whose standard work locations are in the city of Ithaca.	Yes.	Include pay range in any ad for a job, promotion or transfer opportunity.
New York City, New York	Current	Employers with four or more employees.	Yes.	Include pay range in any ad for a job, promotion or transfer opportunity that can or will be performed at least partly in New York City.
Westchester County, New York	Current	Employers with four or more employees.	Yes.	Include pay range in any ad for a job, promotion or transfer opportunity required to be performed at least partly in Westchester County.
Cincinnati, Ohio	Current	Employers with 15 or more employees.	No.	Provide pay range to applicants who have received a conditional job offer upon reasonable request.
Toledo, Ohio	Current	Employers with 15 or more employees.	No.	Provide pay range to applicants who have received a conditional job offer upon reasonable request.