State laws / RI
Rhode Island pay transparency law
What Rhode Island employers must disclose in job postings, who's covered, and the penalty for non-compliance.
- Statute
- Rhode Island Pay Equity Act
- Requirement type
- On-request disclosure
- Effective
- January 1, 2023
- Applies to
- All employers
- Salary range in postings
- Not required in the posting
- Benefits description
- Not required
- Penalty
- Not yet published
- Enforced by
- Rhode Island Department of Labor and Training
- Notes
- On-request disclosure: pay range provided to applicants on request — NOT a posting-content requirement.
Rhode Island folded pay transparency into its broader Pay Equity Act, effective January 1, 2023. Employers of any size must provide the wage range for a position to an applicant on request — and at certain points in the employment relationship, including at hire and when an employee moves into a new role. Job postings themselves are not required to carry a range.
The Rhode Island Department of Labor and Training enforces the law. As in Connecticut, the exposure is procedural: the posting can be silent, but the organization must be able to produce a good-faith range the moment a candidate or employee asks.
Frequently asked questions
Does Rhode Island require salary ranges in job postings?
No. Rhode Island's Pay Equity Act, effective January 1, 2023, requires employers to provide a position's wage range to applicants on request and at certain employment milestones — but the range does not have to appear in the posting.
When must a Rhode Island employer disclose a wage range?
On an applicant's request, and at points including hire and movement into a new position. The obligation applies to employers of all sizes.
Who enforces pay transparency in Rhode Island?
The Rhode Island Department of Labor and Training. Employers hiring in Rhode Island should set documented wage ranges for open roles so on-request disclosure is immediate.
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