Blog · Updated June 2026
Benefits Disclosure in Job Postings: What the Law Requires
Most pay transparency laws only require salary ranges. Colorado, Washington, and DC go further — they require you to describe the benefits package in every covered job posting. Here is the full breakdown.
When most HR teams think about pay transparency compliance, they think about salary ranges. But three major jurisdictions go further: Colorado, Washington State, and Washington DC require employers to describe the benefits associated with a role — not just the pay. Failing to include a benefits description is a separate, independently enforceable violation in those jurisdictions.
Which jurisdictions require benefits disclosure?
| Jurisdiction | Law | Benefits required? | What must be disclosed |
|---|---|---|---|
| Colorado | EPEWA | Required | All benefits and other compensation (health, retirement, equity, PTO, etc.) |
| Washington State | EPEWA | Required | Description of all benefits and the general nature of any other compensation |
| Washington DC | Wage Transparency Act 2023 | Required | List of all benefits offered with the position |
| California | SB 1162 | Not required | Salary range only |
| New York / NYC | §194-b / LL 32 | Not required | Salary range only |
| Illinois | HB 3129 | Not required | Salary range only |
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: similar but with a job-description requirement
Washington’s EPEWA requires the same benefits disclosure as Colorado, plus an additional requirement: covered postings must include a general description of the position. A brief summary of job duties and qualifications is sufficient — it does not need to be exhaustive.
Washington’s Department of Labor & Industries (L&I) enforces this. First-offense fines are up to $1,000 per violation; repeat violations can reach $5,000.
Washington DC: benefits list + wage range + job description
DC’s Wage Transparency Act (effective June 30, 2024) requires three things in every covered job posting: wage range, a list of benefits, and a job description. DC applies to all employers, regardless of size, making it the broadest coverage threshold of any US jurisdiction alongside Colorado.
Practical approach: disclose benefits in all postings
The simplest compliance strategy is to include a standard benefits paragraph in all job postings — not just those for Colorado, Washington, or DC roles. This eliminates the risk of accidentally forgetting the requirement for a covered posting, and many HR teams find that transparency about benefits actually improves candidate quality.
A generic benefits section like the one below satisfies the requirements in Colorado, Washington, and DC:
This role offers medical, dental, and vision insurance; a 401(k) with [X]% employer match; [X] days of paid time off; paid parental leave; annual performance bonus eligibility; [equity / RSUs / stock options]; and [any other notable benefits].
Not sure if your postings include everything required? PayTransparency’s validator checks salary ranges, benefits descriptions, and job descriptions against every applicable state law — including the Colorado and Washington requirements that most salary-only tools miss.