Research Summary: Securing your ideal job can be daunting, especially when salary transparency is lacking. However, in recent years, a growing number of states have enacted pay transparency laws that empower job seekers with the essential information regarding compensation.
As of 2026, a total of 30 states have implemented some form of pay transparency legislation. These laws vary widely in scope and requirements.
Many pay transparency laws aim to eliminate pay discrimination and facilitate open discussions about salaries. Moreover, an increasing number of states are updating their laws to mandate salary disclosures, recognizing it as a fundamental aspect of pay transparency.
We’ve conducted thorough research to compile the most vital information regarding pay transparency across the United States. Below, you’ll find a comprehensive list of states with active pay transparency laws:
| State | Location | Year passed/amended | Employers Affected | Requirements |
|---|---|---|---|---|
| Alabama | Statewide | 2019 | All employers | Employers cannot decline hiring or promoting a candidate who refuses to provide salary history |
| Alaska | No law | |||
| Arizona | No law | |||
| Arkansas | No law | |||
| California | Statewide, San Francisco | 2016 | All employers | Employers cannot request salary history and must disclose salary ranges
San Francisco: Employers cannot request salary history or use it to determine pay |
| Colorado | Statewide | 2021 | All employers | Employers must disclose salary ranges in job postings |
| Connecticut | Statewide | 2021 | All employers | Employers must disclose salary ranges upon a candidate’s request |
| Delaware | Statewide | 2017 | All employers | Employers may not screen employees based on salary history |
| Florida | No law | |||
| Georgia | Atlanta | 2019 | City agencies | City agencies may not screen employees based on salary history |
| Hawaii | Statewide | 2019 | All employers | Employers cannot request salary history and may not use information unless a candidate volunteers it. This does not apply to internal applicants. |
| Idaho | No law | |||
| Illinois | Statewide, Chicago | 2021 | All employers
Chicago: City departments |
Employers cannot request salary history, but can discuss a candidate’s pay expectations |
| Indiana | No law | |||
| Iowa | No law | |||
| Kansas | No law | |||
| Kentucky | Louisville | 2018 | Government offices and agencies | City offices cannot request salary history |
| Louisiana | New Orleans | 2021 | City departments | Employers cannot seek salary history or screen candidates based on it |
| Maine | Statewide | 2019 | All employers | Employers cannot request salary history until a job has been offered |
| Maryland | Statewide, Montgomery County | 2016 | All employers | Employers cannot seek salary history or screen candidates based on it |
| Massachusetts | Statewide | 2018 | All employers | Employers cannot request salary history |
| Michigan* | Statewide | 2018 | Private employers | Ban on salary history bans for all except state departments |
| Minnesota | No law | |||
| Mississippi | Jackson | 2019 | City offices | City office applications cannot request salary history |
| Missouri | Kansas City, St. Louis | 2020 | All employers with 6+ employees | Kansas City: Employers cannot request salary history or use it to screen candidates unless the candidate chooses to disclose the information
St. Louis: City offices cannot request salary history or use it to screen candidates |
| Montana | No law | |||
| Nebraska | No law | |||
| Nevada | Statewide | 2021 | All employers | Employers cannot request salary history or screen candidates based on it |
| New Hampshire | Statewide | 2017 | All employers | Employers may not screen employees based on salary history |
| New Jersey | Statewide | 2022 | All employers | Employers may not screen employees based on salary history or require a specific range to satisfy minimum or maximum criteria |
| New Mexico | No law | |||
| New York | Statewide, New York City, Albany County, Suffolk County, Westchester County | 2022 | All employers | Employers cannot request salary history, but can confirm salary after a job offer if the applicant provides it to support a higher salary
NYC: Employers cannot request salary history or screen candidates based on it Albany County: Employers cannot request salary history until after a job offer has been made Suffolk County: Employers cannot request salary history or seek it within public records |
| North Carolina | Statewide | 2019 | State agencies | State agencies cannot request salary history or use it to set pay |
| North Dakota | No law | |||
| Ohio | Cincinnati, Toledo | 2020 | Cincinnati: All employers
Toledo: Employers with 15+ employees |
Cincinnati: Employers cannot request salary history and must provide salary ranges after a job offer has been made
Toledo: Employers cannot request salary history and cannot require a specific salary range to satisfy minimum or maximum criteria |
| Oklahoma | No law | |||
| Oregon | Statewide | 2022 | All employers | Employers cannot request salary history until a job offer has been made and cannot use a candidate’s previous salary to set pay |
| Pennsylvania | Statewide, Pittsburgh, Philadelphia | 2020 | State and city offices and agencies | State agencies cannot request salary history and must disclose salary ranges
Pittsburgh: Employers cannot request salary history or use it to screen applicants unless the candidate chooses to disclose that information Philadelphia: Employers cannot request salary history or use it to set pay unless the candidate chooses to disclose that information |
| Rhode Island | Statewide | 2021 | All employers | Employers cannot request salary history and cannot use a candidate’s previous salary to set pay, but can confirm salary after a job offer if the applicant provides it to support a higher salary |
| South Carolina | Columbia, Richland County | 2019 | City agencies | Columbia: City agencies cannot use salary history information unless a candidate chooses to provide it
Richland County: Salary history questions are banned from employment applications, verbal interviews, and employment screenings |
| South Dakota | No law | |||
| Tennessee | No law | |||
| Texas | No law | |||
| Utah | Salt Lake City | 2018 | City offices | City offices cannot request salary history or use it to determine pay |
| Vermont | Statewide | 2018 | All employers | Employers cannot request salary history and can only confirm information after a job has been offered |
| Virginia | Statewide | 2022 | All employers | Salary history cannot be included in applications |
| Washington | Statewide | 2019 | State agencies | Employers cannot request salary history, but can confirm information candidates disclose. Businesses with 15+ employees must provide the minimum salary for the position upon a candidate’s request and after an offer has been extended. |
| West Virginia | No law | |||
| Wisconsin* | Statewide | 2018 | All employers | Ban on salary history bans |
| Wyoming | No law |
For further analysis, we broke down the data in the following ways:
States | Trends | Results
States That Require Employers to Provide Salary Ranges
While 30 states have adopted pay transparency laws, this section highlights the emerging trend of requiring employers to disclose salary ranges upfront. Currently, 11 states have enacted such laws or are in the process of doing so. These states include:
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California
Law Title: Equal Pay Act
Year Passed: 2016As a pioneer in pay transparency legislation, California leads the way with its Equal Pay Act, which mandates salary range disclosure and prohibits inquiries into past salaries.
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Colorado
Law Title: Equal Pay for Equal Work Act
Year Passed: 2021Effective from January 2021, Colorado’s Equal Pay for Equal Work Act requires employers to list the pay range and benefits for any job opening, applicable to all employers, regardless of size.
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Connecticut
Law Title: House Bill 6380
Year Passed: 2021Connecticut’s House Bill 6380, effective October 2021, mandates employers to provide a salary range upon request and requires disclosure for transfers and promotions.
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Maryland
Law Title: Equal Pay for Equal Work Act
Year Passed: 2016Maryland’s Equal Pay for Equal Work Act was updated in 2020 to emphasize pay transparency, requiring salary ranges to be disclosed upon request.
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Nevada
Law Title: Senate Bill 293
Year Passed: 2021Nevada’s Senate Bill 293 mandates salary range disclosure after the first interview, with additional requirements for transfers and promotions.
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New Jersey (Jersey City)
Law Title: Ordinance Amending Chapter 148
Year Passed: 2022This ordinance requires Jersey City employers to disclose salary ranges and benefits for job openings, including promotions and transfers.
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New York (NYC & Ithaca)
Law Title: Senate Bill 9427
Year Passed: 2022New York City and Ithaca’s laws require salary range disclosure before hiring, enhancing transparency for job seekers.
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Ohio (Toledo & Cincinnati)
Law Title: Pay Equity Act
Year Passed: 2020This act mandates that employers in Toledo and Cincinnati provide salary ranges upon a candidate’s request, applicable after a conditional job offer.
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Pennsylvania
Law Title: Title 9
Year Passed: 2020Pennsylvania law requires state agencies to disclose salary information and prohibits salary history inquiries.
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Rhode Island
Law Title: Equal Pay Law
Year Passed: 2021Rhode Island’s Equal Pay Law requires salary range disclosure upon request and will also apply to compensation discussions.
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Washington
Law Title: Equal Pay and Opportunities Act
Year Passed: 2019This act mandates salary range disclosure upon a job offer and for employee requests, ensuring transparency throughout the hiring process.
Pay Transparency Trends
Pay transparency laws are gaining traction across various states and major cities. Just five years ago, the concept was still emerging, but now at least 11 states require employers to disclose salary ranges.
With states like Rhode Island and Washington already having new laws slated for implementation, it’s likely that more states will adopt similar measures. New York State and Massachusetts are also on track to introduce statewide pay transparency laws in the near future.
Results of Pay Transparency Laws
The implementation of pay transparency laws has led to various positive outcomes for employees:
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80% of U.S. employers conducting pay equity audits discover disparities within their organizations.
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These laws contribute to a 20-40% reduction in the gender pay gap between men and women.
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From 2021-2022, there was a 50% increase in LinkedIn job postings that included salary information.
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Between 2019 and 2022, job listings with salary ranges grew from 8% to 12%.
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70% of candidates now expect to learn about salary ranges upon initial contact with a recruiter.
Pay Transparency Laws FAQ
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Why do companies not share salary ranges?
Many companies hesitate to share salary ranges due to concerns about competitive advantage. They fear that disclosing this information could enable rivals to adjust their own strategies accordingly. Additionally, some employers believe that withholding this information may lead candidates to accept lower offers.
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How do you politely ask for a salary range?
Politely inquiring about a salary range involves using thoughtful language. Utilize terms like “compensation” instead of “money,” and frame your request as a range rather than a fixed figure to avoid putting employers on the spot.
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Can my boss tell others about my salary?
No, your boss is not permitted to disclose your salary to others. Even in states where discussing salary with coworkers is allowed, your boss cannot share this information unless required during a formal investigation.
Conclusion
In the past decade, pay transparency laws have evolved significantly in the U.S. Today, numerous states are enacting these laws to enhance employee rights and workplace equity.
With at least ten states now mandating employers to disclose salary ranges and benefits information, employees are empowered to advocate for fair treatment in the workplace.
As this trend continues, more states are expected to follow suit, with New York State and Massachusetts poised to introduce similar laws in the coming years.
Author
Jack Flynn is a writer for Zippia. In his professional career he’s written over 100 research papers, articles and blog posts. Some of his most popular published works include his writing about economic terms and research into job classifications. Jack received his BS from Hampshire College.
