Hi Friend, Employer and Customer,
As you may have heard, there are various states (listed below) across the country who have enacted new laws that are requiring job postings to show a compensation range for jobs within their respective states. This is part of a growing trend of “Salary Transparency Laws” being adopted by states across the country.
This is going to be an adjustment for quite a few employers. This does not have to be tough.
The good news is that there are quite a few studies that show positive benefits with job seekers.
Our recommendation is to use a real and realistic compensation range for the respective job ads. This included both salary and hourly.
An example: 
A sales position may range from $80,0000 to $165,000. For each job posting, our site has a field where the compensation range appears for the job seekers.
We suggest that your HR Department and the applicable hiring manager, be prepared to explain the range to the candidate(s), and possibly with members of the sales team.
NOTE: Some positions will have wider compensation ranges than others. Again, we suggest keeping it realistic.
Your Responsibility: (updated 1/26/26)
It is your responsibility to know your state’s laws and to comply with those laws.
Below is a list of states where we are presently aware of an applicable Pay Transparency law. We are providing this information as a value-added service. We are not responsible for your company’s knowledge and/or compliance with these or any laws.
California - Employers (15+ employees) must disclose a “good faith estimate” of the salary or wage range “upon hire" on job postings. This means employers must disclose what they reasonably expect to pay a new hire on day one, rather than offering an estimate for the position as a whole.
Colorado - All Employers must include salary, benefits, and the date the application window closes in job postings.
https://cdle.colorado.gov/equalpaytransparency
Washington - Employers (15+ employees) must disclose a salary range, benefits description, and compensation details in all job postings, including remote roles.
Connecticut - Employers must disclose salary ranges upon a candidate’s request (or before an offer) and to employees upon hiring, job change, or request.
Maryland - Employers must provide pay ranges (including the minimum and maximum wage), general description of the benefits and any other compensation elements offered for the position in job postings, and are prohibited from asking about previous salary history.
https://labor.maryland.gov/labor/wages/esswagerangefaq.shtml
Nevada - Employers must disclose salary ranges to interviewed applicants and are prohibited from asking for salary history. Further, employees are also entitled to salary ranges for transfers and promotions.
https://www.nevadaemployers.org/spotlight-pay-transparency-in-nevada/
New Jersey - Employers (10+ employees) must disclose hourly or salary pay ranges (for new jobs, transfers, and promotions), benefits, and compensation in job postings and adhere to proposed rules restricting pay ranges to a 60% maximum spread. Employers may not screen employees based on salary history or require a specific range to satisfy a minimum or maximum criteria.
https://www.nj.gov/labor/myworkrights/wages/pay-transparency/
New York - Employers (4+ employees) must disclose compensation ranges (minimum and maximum annual salary or hourly wage) and benefits in all job advertisements. The salary range must be what the employer "reasonably and in good faith" expects to pay. The law covers all jobs, promotions and transfer opportunities, including remote positions that could be performed in New York.
Ohio - Cincinnati and Toledo - Employers cannot request salary history and must provide salary ranges after a job offer has been made or upon applicants request.
Rhode Island - Employers must provide a salary range if a candidate requests it and before discussing compensation. And this will also apply to transfers and promotions. Employers are prohibited from asking about an applicant’s previous wage history.
http://webserver.rilin.state.ri.us/BillText/BillText21/SenateText21/S0270A.pdf
Related stories:
48 State Specific HR Compliance Changes, including Pay Transparency, going into effect in 2026.