U.S. Pay Transparency Laws Tracker

• Employers with 15 or more employees, must disclose a good faith estimate of the salary or hourly range that the employer expects to pay  in all job postings, if the position could be filled in California (either in person or remotely). 
• Must disclose position’s salary range to current employees upon request. 

• Employers with 15 or more employees (job postings) 
• Employers with one or more employees (for employee requests).

Must disclose in good faith in all job postings, including for jobs that can be done remotely from the state:

• A salary range,
• A general description of any bonuses, commissions, or other forms of compensation
• A general description of all benefits.

Must provide wage range information to an applicant upon the earliest of:

• The applicant’s request or;
• Prior to or at the time the applicant is made an offer of compensation.
• Must provide an employee the wage range for the employee’s position upon:
  • Hiring
  • Change in position
  • Employee’s request

• For jobs located in Delaware and noninternational remote positions offered by an employer based in Delaware all job postings must include the minimum and maximum salary or wage range, set in good faith, as well as a description of benefits and other compensation. If an external or internal posting for the job opportunity has not been made available to an applicant, the employer must provide the applicant the hourly or salary compensation range and a general description of the benefits and other compensation for the job opportunity prior to any offer or discussion of compensation and at any time at the applicant’s request.
• Employers must maintain records of pay ranges and job descriptions for employees for at least three years after separation.

Employers with more than 25 employees.

Sept. 26, 2027

Must disclose salary ranges and hourly rates in external job postings that must “reasonably reflect” actual expected compensation for jobs that could be performed in Hawaii.

Employers with 50 or more employees (job postings). 

NRS 613.133 (as added by SB 293)

Employers are required to disclose the salary range or pay rate for a position in Nevada to a job applicant who has completed an interview for the position. Additionally, current employees who are seeking promotion or transfer to a new position are also entitled to the pay range or rate if they: 

• Applied for promotion or transfer to the position;
• Completed an interview for or have been offered the promotion or transfer; and
• Requested the wage or salary range for the position.

Code Chapter 2335.03 (as amended by Ord. No. 2898-2025)

Employers must provide a reasonable salary range or scale for potential employment in all postings for positions to be performed within city limits and whose application, in whole or in part, will be solicited, received, processed, or considered in the City of Columbus.. 

Employers that employ 15 or more persons on a qualifying wage, commission, or other compensation basis within the City of Columbus.

Employers must disclose wage information to employees under the following circumstances: 

• An employer must provide the wage range (including benefits) for the position the applicant is applying for (1) at the applicant’s request and (2) prior to discussing compensation.
• An employer must provide an employee with the wage range for the employee’s position both at the time of hire and when the employee moves into a new position.
• During the course of employment, and at the employee’s request, an employer must provide the wage range for the employee’s position.

Employers must: 

• Disclose the minimum and maximum annual salary or hourly wage range that the employer expects in good faith to pay for a position in all job postings. This is required for roles physically located in Vermont, as well as remote roles that primarily support Vermont-based offices or worksites.
• Clearly disclose when a position is commission-based and does not have a salary range.
• For tipped roles, disclose that the position receives tips and provide the base pay or salary range.

Employers are required to provide a salary range and general description of all the benefits and other compensation to be offered to the hired candidate on all job postings. The law applies to any postings done through a third party as well, and requires employers to provide a pay range to employees for any internal transfers or promotion opportunities.

• If a position has only a single rate of pay, employers can list that fixed amount rather than creating an artificial range.