Which states make me post a pay range in job ads?
Quick answer
Hiring in more than one state, or for remote jobs? California, Colorado, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont and Washington require pay ranges in job posts, each with its own employer-size threshold. Delaware joins on September 26, 2027, for employers with 26 or more workers. Check every state where the job could be done.
Facts table: laws, dates, fines and official sources
| State | Starts | Employer size | Must post | Fix-it period | Fine or penalty | Source / our page |
|---|---|---|---|---|---|---|
| California | In force | 15 or more employees | Pay scale (good-faith salary or hourly range) | — | $100 to $10,000 per violation | Labor Commissioner FAQ |
| Colorado | In force since 2021 | At least 1 employee in Colorado | Pay or range, benefits, how and when to apply (with deadline) | — | $500 to $10,000 per violation | CDLE INFO #9A |
| Illinois | January 1, 2025 | 15 or more employees | Pay scale and general description of benefits | 14 days to cure a first offense (active postings) | Up to $500, then $2,500, then $10,000 (active postings) | IDOL FAQ |
| Maryland | October 1, 2024 | See state FAQ | Wage range, benefits and other compensation | First violation: compliance order | Up to $300 per employee or applicant (2nd), up to $600 (later) | MD Labor FAQ |
| Massachusetts | October 29, 2025 | 25 or more employees in MA | Pay range | 2 business days after AG notice, until October 29, 2027 | Warning, then up to $500, then up to $1,000 | AG guidance · Our page |
| Minnesota | January 1, 2025 | 30 or more employees in MN | Starting salary range or fixed rate, plus benefits | — | Not listed in 181.173 | Minn. Stat. 181.173 |
| New Jersey | June 1, 2025 | 10 or more employees over 20 weeks | Pay or range, benefits and other compensation | — | Up to $300 (1st), up to $600 (each later) | NJ Labor |
| New York | September 17, 2023 | 4 or more employees | Pay range (minimum and maximum) | — | Not listed here | NYSDOL fact sheet |
| Vermont | July 1, 2025 | 5 or more employees, at least 1 in VT | Compensation or range in written job ads | — | Enforced by the AG; not listed here | 21 V.S.A. 495p |
| Washington | In force | 15 or more employees | Pay range and general description of benefits | 5 business days after written notice, until July 27, 2027 | Applicants: $100 to $5,000 per violation | RCW 49.58.110 · Our page |
| Delaware | September 26, 2027 | 26 or more employees | Pay range and general description of benefits | First offense: written warning | $500 to $10,000 per later violation | HS 2 for HB 105 · Our page |
Do remote jobs count?
Often, yes. Washington says a remote job that could be filled by a Washington-based worker is covered even if you have no office there (L&I guidance; see our remote jobs guide). Maryland covers jobs performed at least partly in Maryland, including remote roles seeking Maryland-based workers. Massachusetts covers jobs whose primary place of work is Massachusetts, including remote ones. Illinois covers work done in Illinois or reporting to an Illinois office or supervisor. For a fully remote job, the safest choice is to include a range in every posting.
Is my small business exempt?
It depends on headcount: 4+ employees in New York, 5+ in Vermont, 10+ in New Jersey, 15+ in California, Illinois and Washington, 25+ in Massachusetts, 26+ in Delaware (from 2027), 30+ in Minnesota, and at least one Colorado employee in Colorado. Each state counts employees its own way, so check the source before relying on an exemption.
What counts as a good-faith range?
A real minimum and maximum you expect to pay at the time of posting. Massachusetts says the range may run from the lowest to the highest pay you reasonably and in good faith expect to offer. Washington and Minnesota do not allow open-ended ranges such as “up to $80,000” or “$60,000 and up”.
How do I write a salary range in a job post?
Put it near the job title, in numbers, with the unit: “Pay: $58,000–$66,000 per year. Benefits: health insurance, 401(k) with match, 15 days paid time off.” For hourly roles: “$22–$26 per hour.” Add a benefits line where the state requires it (Washington, Colorado, Illinois, Maryland, Minnesota, New Jersey, Delaware). In Colorado also add how to apply and an application deadline.
What records should I keep?
Keep a copy of each posting with its range and date. Delaware's new law requires employers to keep records of job descriptions and wage rates for at least 3 years (HS 2 for HB 105). Our pay-range kit ($49) includes a posting log with Washington and Massachusetts cure trackers and a Delaware 2027 prep sheet.
Want it done in an afternoon? The Pay-range job posting kit turns these rules into fill-in templates, a checklist and a tracker, with the official sources quoted. One-time payment, instant download.
FAQ
Do remote jobs count?
Often yes. Washington, Maryland, Massachusetts and Illinois all cover some remote jobs tied to their state. Including a range in every remote posting is the simplest approach.
Is a small business exempt?
Only below each state's threshold, for example fewer than 15 employees in California, Illinois and Washington, or 25 or fewer in Delaware (19 Del. C. 709C, from September 26, 2027).
What counts as a good-faith range?
The minimum and maximum you honestly expect to pay when you post. Open-ended ranges are not allowed in Washington or Minnesota.
Must I list benefits?
Yes in Washington, Colorado, Illinois, Maryland, Minnesota, New Jersey and (from 2027) Delaware. Massachusetts, New York and Vermont focus on the pay range.
What records should I keep?
A dated copy of each posting. Delaware requires job description and wage rate records for at least 3 years.
Is this legal advice?
No. This is general information, not legal advice.