Benefits Disclosure in Job Postings: What the Law Requires

When most HR teams think about pay transparency compliance, they think about salary ranges. But in Colorado, Connecticut, Illinois, Jersey City, Maryland, Minnesota, New Jersey and Washington, a posting with a perfect range still fails if it doesn’t describe the benefits and other compensation that come with the role. The missing benefits description is its own violation.

Which jurisdictions require benefits disclosure?

Washington DC doesn’t require benefits in the posting itself, but employers must disclose healthcare benefits before the first interview.

Colorado: the most detailed requirements

Colorado’s EPEWA was the first law to require benefits disclosure and remains the most detailed. The Colorado Division of Labor Standards and Statistics (DLSS) has issued guidance specifying that “benefits and other compensation” includes:

• Health insurance — medical, dental, and vision plans
• Retirement plans — 401(k), pension, profit-sharing
• Paid leave — PTO, vacation, sick leave, parental leave
• Equity — stock options, RSUs, ESPP plans
• Bonuses and incentives — annual bonuses, sales commissions, performance pay
• Other material benefits — tuition reimbursement, wellness allowances, professional development budgets

You do not have to itemize exact dollar values (e.g., “we contribute $500/month to health insurance”). A descriptive list — “This role includes medical/dental/vision insurance, a 401(k) with company match, annual bonus eligibility, and equity” — is generally sufficient.

Washington State: benefits and other compensation

Washington requires the wage scale or salary range plus a general description of all the benefits and other compensation offered. Since July 2025, employers get five business days to correct a posting after written notice before damages apply. See the Washington guide.

Connecticut: the newest benefits state

Since October 1, 2026, Connecticut requires every employer, regardless of size, to include the wage or wage range and a general description of benefits in public and internal postings. The law defines benefits as health insurance, retirement, fringe benefits, paid leave and any other non-wage compensation. See the Connecticut page.

Washington DC: benefits before the first interview, not in the posting

DC is often listed as a benefits state, but its Wage Transparency Act (effective June 30, 2024) works differently. Job listings must include the minimum and maximum projected pay, and employers must disclose the existence of healthcare benefits to candidates before the first interview. Putting the benefits paragraph in the posting is the simplest way to meet both.

Practical approach: disclose benefits in all postings

The simplest compliance strategy is to include a standard benefits paragraph in every job posting, not just roles in benefits states. Remote roles in particular can be covered by several of these laws at once, and a single paragraph removes the risk of forgetting one. Many HR teams also find that being open about benefits improves candidate quality.

A paragraph like this one covers the benefits requirement in every jurisdiction above: