What Are Pay Transparency Laws?
Pay transparency laws require employers to publicly disclose salary ranges in job postings and, in many states, to provide that information to current employees upon request. The core objective is to eliminate the information asymmetry that has historically favored employers and contributed to wage gaps, particularly along gender and racial lines.
By 2026, enforcement has become significantly stricter. Regulators in states like California and Washington have cracked down on overly broad ranges (e.g., "$50,000–$500,000") that attempt to circumvent the spirit of the law. Ranges must now reflect a "good faith" estimate of what the employer genuinely expects to pay.
States With Active Laws in 2026
| State | Employer Threshold | Job Postings | Current Employees |
|---|---|---|---|
| California | 15+ employees | Required | Upon request |
| New York | 4+ employees | Required | Upon request |
| Washington | 15+ employees | Required + benefits | Upon request |
| Colorado | All employers | Required | Upon request |
| Connecticut | All employers | Upon request | Upon request |
| Maryland | 15+ employees | Upon request | Upon request |
| Nevada | All employers | Upon request | After interview |
| Rhode Island | All employers | Required | Upon request |
How to Use Legal Ranges to Your Advantage
If you discover that your salary is below the minimum of the posted range for a substantially similar role, you may have significant negotiating leverage — and in some cases, a legal claim. Most state laws prohibit employers from paying a current employee less than the advertised range for equivalent work without documented justification.
Key steps to take:
- Request the salary range for your current position in writing (always permitted in these states)
- Document your responsibilities and compare them to the job posting
- Use this tool's negotiation script as a professional starting point for the conversation
- If your employer refuses to provide a range, this may itself constitute a violation
New York's Broad Reach for Remote Workers
One of the most significant developments in New York's law is its application to any role that can be performed, even in part, from the state of New York. This effectively means that a large number of fully remote jobs posted by national employers must include a salary range — a requirement that has dramatically increased transparency for workers across the country.
Washington's Comprehensive Disclosure Standard
Washington goes further than most states by requiring employers to disclose not just salary ranges but also a general description of all benefits and other compensation offered. This includes equity, bonuses, commissions, and non-monetary benefits — making it one of the most comprehensive disclosure regimes in the country.
