State laws / ME
Maine pay transparency law
What Maine employers must disclose in job postings, who's covered, and the penalty for non-compliance.
- Statute
- Maine LD 54 (26 M.R.S. § 622-A)
- Requirement type
- In-posting disclosure
- Effective
- July 29, 2026
- Applies to
- Employers with 10+ employees
- Salary range in postings
- Required
- Benefits description
- Not required
- Penalty
- $100–$500 per violation
- Enforced by
- Maine Department of Labor
- Notes
- Signed April 24, 2026; effective July 29, 2026. Penalties $100–$500 per violation. Also requires pay-history recordkeeping (employment + 3 years) and pay-range disclosure to current employees on request. Commission-only roles must state so instead of a range.
Maine's pay transparency law is brand new — LD 54 was signed by Governor Mills on April 24, 2026 and takes effect July 29, 2026, which makes Maine the state where employer awareness is lowest relative to how soon the obligation lands. Employers with 10 or more employees must include the anticipated pay range in job postings; commission-only roles must say so instead of listing a range.
The law (codified at 26 M.R.S. § 622-A) goes beyond postings: employers must disclose the pay range for a current employee's position on request, and keep records of employees' pay histories for the duration of employment plus three years. Penalties run $100 to $500 per violation, enforced by the Maine Department of Labor, with clarifying rulemaking expected.
Frequently asked questions
Does Maine require salary ranges in job postings?
Starting July 29, 2026, yes. Maine's LD 54 requires employers with 10 or more employees to include the anticipated pay range in job postings. Commission-only positions must state that they are commission-based instead of listing a range.
When does Maine's pay transparency law take effect?
July 29, 2026. The law was signed April 24, 2026, so employers have had a short runway — any posting live on the effective date without a pay range is exposed to penalties of $100 to $500 per violation.
What else does Maine's LD 54 require besides posting pay ranges?
Employers must disclose the pay range for a current employee's position when asked, and must keep records of employees' pay histories for the duration of employment plus three years. The Maine Department of Labor enforces the law and is expected to issue clarifying rules.
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