Blog · Updated October 18, 2026
Pay Transparency Law News
Every law change we track, newest first. Our rules engine is updated within five business days of a confirmed change — this log is the public record of those updates.
October 1, 2026 · effective
Connecticut's posting requirement takes effect
Public Act 26-12 (HB 5003) requires all Connecticut employers to include the wage or a good-faith wage range and a general description of benefits in public and internal job postings, including roles performed elsewhere that report to a Connecticut supervisor or worksite. No per-violation fine is set; enforcement is through court actions. Connecticut requirements →
July 29, 2026 · effective
Maine's posting requirement takes effect
LD 54 (26 M.R.S. § 622-A) begins applying to employers with 10 or more employees: anticipated pay range in every posting, pay-range disclosure to current employees on request, and pay-history recordkeeping. Penalties run $100–$500 per violation. Full Maine guide →
July 1, 2026 · effective
Virginia pay transparency law now in effect
SB215 / HB636 (signed April 22, 2026) applies to all Virginia employers with no size threshold: wage/salary or a good-faith range in every public and internal posting, plus a ban on salary-history questions. The law includes a private right of action; civil penalty amounts await guidance.
June 7, 2026 · deadline
EU Pay Transparency Directive deadline passes — most member states miss it
Only Italy, Slovakia, Lithuania, and Malta had implementing law in force at the transposition deadline. France, the Netherlands, and Denmark are targeting January 1, 2027; Germany and Spain have no enacted text. Applicant pay-disclosure and the salary-history ban arrive through each national law. Full EU guide →
April 24, 2026 · new law
Maine enacts LD 54
Governor Mills signed “An Act to Require Employers to Disclose Pay Ranges and Maintain Records of Employees’ Pay Histories,” giving Maine employers roughly three months to prepare for the July 29 effective date.
April 22, 2026 · new law
Virginia enacts SB215 / HB636
Virginia becomes the first Southern state with a broad posting mandate — notable for having no employer size threshold and a private right of action.
January 1, 2026 · amendment
California SB 642 and SB 464 take effect
SB 642 redefines “pay scale” as a good-faith estimate of the range expected upon hire, broadens “wages” (bonuses, stock, options), and extends the statute of limitations to 3 years (up to 6-year lookback). SB 464 makes pay-data-reporting penalties mandatory — up to $100/employee for non-filing (up to $200 for repeats) — for the separate 100+ employee reporting obligation. Posting penalties remain discretionary $100–$10,000. Full California guide →
2026 (pending) · proposed
New Jersey proposes rules capping range width
NJDOL’s proposed rules (N.J.A.C. 12:74) would cap a posted range’s spread at 60% of its minimum figure. Not yet final — but a signal of where enforcement is heading on implausibly wide ranges. Full NJ guide →
December 2025 · new law
Columbus, Ohio adopts a salary-range ordinance
Ordinance 2898-2025 requires employers with 15+ employees in Columbus to include a reasonable salary range in external job postings. Enforcement starts January 1, 2027; penalty amounts have not been published. Columbus requirements →
October 29, 2025 · effective
Massachusetts Wage Transparency Act takes effect
Employers with 25+ employees must post pay ranges; penalties reach $25,000 per violation — among the highest in the country. Full Massachusetts guide →
October 27, 2025 · effective
Cleveland's salary-range ordinance takes effect
Employers with 15+ employees in Cleveland must include the salary range in job postings, and may not ask about salary history. Unresolved complaints can bring penalties of up to $1,000, $2,500 and $5,000 for first, second and later violations. Cleveland requirements →
September 26, 2025 · new law
Delaware enacts a pay transparency law, effective 2027
Delaware HS 2 for HB 105 will require employers with more than 25 employees to include a good-faith pay range and a general description of benefits in job postings from September 26, 2027. A first violation gets a written warning; later ones $500–$10,000. Delaware requirements →
July 1, 2025 · effective
Vermont Act 155 takes effect
Written job ads from employers with 5+ employees (at least one in Vermont) must carry a good-faith pay range. Full Vermont guide →
June 1, 2025 · effective
New Jersey statewide law takes effect
P.L. 2024, c.91 covers employers with 10+ employees company-wide: pay range plus a general description of benefits and other compensation in every posting. Full NJ guide →
January 1, 2025 · effective
Illinois and Minnesota posting laws take effect
Illinois (HB 3129, 15+ employees) requires pay scale and benefits; Minnesota (Minn. Stat. § 181.173, 30+ Minnesota employees) requires a non-open-ended range plus benefits. Illinois guide → · Minnesota guide →
Don’t track this by hand. The PayTransparency validator checks postings against the current version of every law above, and paid plans get an alert when a law change affects one of your open postings. See every state with a posting law for the full map.