As of 2025, Illinois, Hawaii, New Jersey, Massachusetts, Minnesota, and Vermont have joined other states including California and New York in requiring companies to supply information about pay and benefits in job postings. 

In Illinois, employers with 15 or more employees must list salary ranges and benefits in job postings.  In Hawaii, employers with 50 or more employees must list a pay range.  In New Jersey, employers with 10 or more employees are affected by the new pay range law.  In Massachusetts, it affects employers with 25 or more employees.  In Minnesota, 30 or more employees are required and a salary range along with general job description must be posted. Finally, in Vermont, the law requiring a salary or compensation range is for employers with five or more employees. 

Salary Range Laws In Effect 

California, Washington and New York since 2023 required employers (if 15 or more employees for Washington and California employers) to include a salary range with a job posting.  In California and Washington, it is to include a general description of the job as well. 

Both Colorado and Connecticut implemented laws in 2021 requiring disclosures that included wage and salary information. For Colorado, all employers must supply compensation information including benefits information. For Connecticut, also since 2021, the information isn’t required at job posting but is required upon request or before extending an offer. 

Maryland doesn’t require information be contained in a job posting, but since 2020 has required that this information be made available upon request.  Nevada, since 2021, has required those who complete interviews and employees applying for promotions and transfers receive wage and benefit information. Other states with similar laws include Rhode Island, who requires wage ranges be offered upon request.  

Wage and Hour Law 

The stated reasoning by each state and their representatives varies, but the stated desire of law makers in passing such laws includes desires for fair pay practices, increased job search efficiency, and supplying workers with information that can be used for increasing their pay.  Stated reasons by lawmakers across the United States include: 

• Closing Pay Gaps: Workers in various protected groups has histories of being offered and working for less pay despite similar experiences or skills.  For this reason some states including California have also banned asking workers their prior wage history. 

• Information to Workers: Providing easily acquired information about pay to workers, including making it easy for workers remaining with an employer to see what others are being offered in similar roles elsewhere, allows workers an easier path to information needed to negotiate higher wages. 

• Job Market Efficiency:  Workers can have high total costs to job searches, when including the value of their time in a job search.  Increasing the type and quality of information provided in each job posting lowers the cost for workers to search for higher paying jobs or find pay information about alternatives jobs in the market. It also protects potential employees from taking job interviews, which has a cost for employee and employer, only for the worker to find the job is below their minimum required pay. 

• Competition for Labor:  By having companies post similar information, the job market may see increased competition between firms for workers, resulting in higher pay for workers. 

Wage and Hour Law Firm 

If you believe you are not being paid for all of the time you have worked, or are not being paid the overtime due to you, we invite you to schedule a consultation with an employment law attorney at our offices.  

Schneider Wallace Cottrell Konecky LLP is a national law firm that represents employees in a wide range of employment law cases, including class action lawsuits involving the failure to pay wages, overtime pay and commissions. Schneider Wallace has offices in California, Texas, and Puerto Rico, and work with attorneys in every state to pursue wage and hour violations on behalf of workers. Contact us at 1-800-689-0024 or info@schneiderwallace.com.