State laws / VT
Vermont pay transparency law
What Vermont employers must disclose in job postings, who's covered, and the penalty for non-compliance.
- Statute
- Vermont H.704
- Requirement type
- In-posting disclosure
- Effective
- July 1, 2025
- Applies to
- Employers with 5+ employees
- Salary range in postings
- Required
- Benefits description
- Not required
- Penalty
- Not yet published
- Enforced by
- Vermont Attorney General
- Notes
- Requires expected compensation or a range in job listings. Penalty schedule not yet published — exposure shown as $0 pending guidance.
Vermont's Act 155 (H.704) applies to written job advertisements — a scope worth noting, since it covers internal postings for transfers and promotions as well as external ads. Since July 1, 2025, employers with five or more employees, at least one of whom works in Vermont, must include a good-faith minimum and maximum salary or hourly wage in written ads. Five employees is one of the lowest thresholds in the country.
The law has tailored carve-outs: commission-only roles must say they are commission-based (no range required), and tipped roles must disclose tipped status plus the base-wage range. For remote work, coverage turns on where the work is done — roles performed predominantly from a Vermont office or work location are covered, while a fully-remote-anywhere role untethered to Vermont is not clearly in scope. The Vermont Attorney General's Civil Rights Unit enforces the law under 21 V.S.A. § 495b, with remedies including injunctions, restitution, and civil penalties; there is no fixed fine schedule and no private right of action. The AG issued formal guidance on December 31, 2024.
Frequently asked questions
Does Vermont require salary ranges in job postings?
Yes. Since July 1, 2025, Vermont's Act 155 requires employers with five or more employees (at least one working in Vermont) to include a good-faith minimum and maximum salary or hourly wage in written job advertisements, including internal postings for transfers and promotions.
Do remote jobs need a pay range under Vermont law?
Only in some cases. The law covers jobs physically located in Vermont and remote roles predominantly performed from a Vermont office or work location. A fully remote role with no Vermont anchor is not clearly covered — but including a range is the safe default.
What is the penalty for violating Vermont's pay transparency law?
Vermont has not published a fixed fine schedule. The Attorney General's Civil Rights Unit enforces the law under 21 V.S.A. § 495b, with remedies that include injunctions, restitution, investigative costs, and civil penalties. There is no private right of action.
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