layiq
/la·yiq/adjective
worthy; deserving; fitting; suitable.
A role, opportunity, or path that merits attention, time, and pursuit.
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Which states require pay ranges, and who posts them
In the 15 shown places with a rule in the law table, 69.1% of LAYIQ postings state a pay range, against 30.1% in the 36 other shown states, as of Oct 20, 2026.
As of October 13, 2026, we confirmed pay range posting rules for 14 states and the District of Columbia on official government pages. Beside them, for each state with enough postings, is the share of LAYIQ postings that state a pay range, as of Oct 20, 2026.
Where the law requires a pay range, as of October 13, 2026
The table lists the places we confirmed on an official government page as of October 13, 2026, by the date each rule took effect. Laws change and details vary, so check the linked source or your state labor department before relying on it. This is general information, not legal advice. Other states and cities have rules we did not confirm.
| Jurisdiction | Who it covers | In effect since | Official source |
|---|---|---|---|
| Colorado | Employers with an employee in Colorado1 | Jan. 1, 20211 | Division of Labor Standards, INFO #9A (opens in a new tab) |
| New York City | Employers with 4 or more employees, one working in the city2 | Nov. 1, 20222 | Commission on Human Rights (opens in a new tab) |
| California | Employers with 15 or more employees3 | Jan. 1, 20234 | Labor Commissioner FAQ (opens in a new tab) |
| Washington | Employers with 15 or more employees, for jobs a Washington-based employee could fill5 | Jan. 1, 20235 | Labor and Industries, ES.E.2 (opens in a new tab) |
| New York State | Employers with 4 or more employees, for jobs partly in New York or reporting to a New York office6 | Sept. 17, 20236 | Dept. of Labor (opens in a new tab) |
| Hawaii | Employers with 50 or more employees7 | Jan. 1, 20247 | Civil Rights Commission (opens in a new tab) |
| District of Columbia | Employers with an employee in the District, not including D.C. or federal government8 | June 30, 20248 | D.C. Law 25-138 (opens in a new tab) |
| Maryland | Postings for jobs done at least partly in Maryland9 | Oct. 1, 20249 | Dept. of Labor (opens in a new tab) |
| Illinois | Employers with 15 or more employees, for jobs partly in Illinois or reporting to an Illinois site10 | Jan. 1, 202510 | Dept. of Labor (opens in a new tab) |
| Minnesota | Employers with 30 or more employees in Minnesota11 | Jan. 1, 202512 | Statute 181.173 (opens in a new tab) |
| New Jersey | Employers with 10 or more employees that do business or take applications in New Jersey13 | June 1, 202513 | Dept. of Labor (opens in a new tab) |
| Vermont | Employers with 5 or more employees, for jobs in Vermont or remote jobs tied to a Vermont office14 | July 1, 202514 | Act 155 (opens in a new tab) |
| Massachusetts | Employers with 25 or more employees in Massachusetts15 | Oct. 29, 202516 | Attorney General (opens in a new tab) |
| Virginia | Job postings in Virginia17 | July 1, 202617 | Dept. of Labor and Industry (opens in a new tab) |
| Maine | Employers with 10 or more employees18 | July 29, 202618 | Dept. of Labor (opens in a new tab) |
| Connecticut | Employers with an employee, for jobs done in Connecticut or reporting directly to a Connecticut supervisor, office or worksite19 | Oct. 1, 202619 | Public Act 26-12 (opens in a new tab) |
Share of current LAYIQ postings that state pay, by state
For each of the 51 states with at least 200 current postings on LAYIQ, this is the share of those postings that state a pay range, most postings first.
Across all 405,031 current LAYIQ postings, 47% state a pay range.
| State | Postings | Share that state pay |
|---|---|---|
| CaliforniaPay range law since Jan. 1, 2023 | 63,893 | 76% |
| Texas | 40,380 | 31% |
| New YorkPay range laws since Nov. 1, 2022 (New York City) and Sept. 17, 2023 (New York State) | 33,650 | 72% |
| Florida | 19,206 | 25% |
| WashingtonPay range law since Jan. 1, 2023 | 19,107 | 78% |
| IllinoisPay range law since Jan. 1, 2025 | 19,035 | 61% |
| VirginiaPay range law since July 1, 2026 | 16,924 | 61% |
| MassachusettsPay range law since Oct. 29, 2025 | 13,799 | 71% |
| Pennsylvania | 12,398 | 31% |
| Georgia | 12,214 | 34% |
| North Carolina | 11,849 | 32% |
| Ohio | 11,477 | 35% |
| Michigan | 11,437 | 22% |
| ColoradoPay range law since Jan. 1, 2021 | 10,678 | 73% |
| Missouri | 9,327 | 24% |
| New JerseyPay range law since June 1, 2025 | 9,174 | 61% |
| Arizona | 8,816 | 35% |
| MarylandPay range law since Oct. 1, 2024 | 8,103 | 54% |
| Tennessee | 7,991 | 31% |
| Indiana | 7,405 | 25% |
| MinnesotaPay range law since Jan. 1, 2025 | 7,085 | 57% |
| Wisconsin | 5,824 | 32% |
| Kentucky | 5,038 | 19% |
| South Carolina | 4,995 | 27% |
| Alabama | 4,849 | 29% |
| District of ColumbiaPay range law since June 30, 2024 | 4,676 | 66% |
| ConnecticutPay range law since Oct. 1, 2026 | 4,526 | 39% |
| Oregon | 4,318 | 43% |
| Arkansas | 4,170 | 37% |
| Nevada | 3,806 | 38% |
| Oklahoma | 3,549 | 24% |
| Kansas | 3,459 | 24% |
| Utah | 3,442 | 35% |
| Iowa | 3,373 | 21% |
| Louisiana | 3,188 | 21% |
| Mississippi | 2,416 | 30% |
| New Mexico | 2,208 | 42% |
| Nebraska | 2,136 | 28% |
| New Hampshire | 2,100 | 40% |
| Idaho | 1,986 | 20% |
| MainePay range law since July 29, 2026 | 1,633 | 56% |
| West Virginia | 1,609 | 43% |
| Montana | 1,289 | 20% |
| Delaware | 1,272 | 44% |
| Rhode Island | 1,104 | 55% |
| VermontPay range law since July 1, 2025 | 988 | 60% |
| Alaska | 779 | 26% |
| North Dakota | 746 | 35% |
| HawaiiPay range law since Jan. 1, 2024 | 740 | 67% |
| South Dakota | 727 | 28% |
| Wyoming | 593 | 32% |
A state with no note has no rule in the law table: none was confirmed for it, which does not mean it has none.
Counting a posting in every state where LAYIQ has placed one of its locations, 69% of postings in the 15 shown states with a rule in the law table state a pay range, against 30% in the other 36 shown states. The two groups differ in more than the law, such as their employers and the kinds of jobs they list, so this describes the postings and does not measure what any law does.
- A posting counts in every state where LAYIQ has placed one of its locations, so states overlap. A posting with no location placed in a state, such as some that name several places in one line and some remote postings, is in no state.
- A posting counts as stating pay when its pay is a US dollar annual or hourly pay range or single figure, recorded as a minimum and a maximum that can be equal. Monthly pay and other currencies are not counted.
- These shares do not say whether an employer follows a pay range law. A law reaches some employers and postings and not others, and LAYIQ cannot tell which apply to a posting.
- LAYIQ lists only postings from the last six calendar months, and a snapshot of what is open now over-represents postings that stay up for months.
As of . Pay ranges come from the employers' own postings.
State by state
Each page takes one state in the law table: what its rule asks of a job posting, from the official pages, and LAYIQ's postings and share that state pay for the state.
California pay transparency law
California requires employers with 15 or more employees to put the pay scale in job postings, a rule in effect since Jan. 1, 2023.
Colorado pay transparency law
Colorado requires employers with an employee in Colorado to state pay in job postings, a rule in effect since Jan. 1, 2021.
Washington pay transparency law
Washington requires employers with 15 or more employees to give a wage scale or salary range and the benefits in job postings, a rule in effect since Jan. 1, 2023.
New York pay transparency law
New York City has required a pay range in job ads since Nov. 1, 2022, and New York State has since Sept. 17, 2023, for employers with four or more employees.
Illinois pay transparency law
Illinois requires employers with 15 or more employees to put pay and benefits in the job postings they make, a rule in effect since Jan. 1, 2025.
Massachusetts pay transparency law
Massachusetts requires employers with 25 or more employees in the state to disclose the pay range in job postings, a rule in effect since Oct. 29, 2025.
New Jersey pay transparency law
New Jersey requires employers with 10 or more employees that do business or take applications there to put pay and benefits in job postings, a rule in effect since June 1, 2025.
How we measure it
- What is counted
- LAYIQ's current job postings: the openings it lists whose employer posting date falls in the last six calendar months.
- A state
- A posting counts in a state when LAYIQ has placed one of its locations there. A posting placed in two states counts in both. A posting with no location placed in a state counts in none, as happens with some postings that name several places in one line and with some remote postings. The District of Columbia is included. Territories are not.
- Stating pay
- A posting counts as stating pay when its pay is a US dollar annual or hourly pay range or single figure, recorded as a minimum and a maximum above zero. The two can be equal, so a posting that gives one figure counts alongside a true range. LAYIQ's company pages and How old are open jobs on LAYIQ? use the same definition. Monthly pay and other currencies are not counted.
- Which states are shown
- A state is shown when it has at least 200 current postings, so no share rests on a handful of jobs.
- The law notes
- A state has a note when it has a rule in the law table, with the date the rule took effect. The table is general information as of October 13, 2026, not legal advice.
What this does not tell you
- Not a measure of who follows the law. A pay range law reaches some employers and postings and not others, by employer size, by where the job is done and by who could fill it, as the table shows. LAYIQ cannot tell which rule applies to a posting, so a share cannot say whether any employer follows a law.
- Pay can appear in ways LAYIQ does not count. Pay in any other form, such as monthly pay, another currency or pay LAYIQ did not record as an annual or hourly figure, is not counted, so a share can be lower than the share of postings that show pay to a reader.
- States overlap and differ. Because a posting counts in every state where LAYIQ has placed one of its locations, a state's postings overlap with its neighbours', and states differ in their employers and kinds of jobs, so the shares are not a ranking of states.
- One snapshot. The shares describe the postings open at one moment, in a window of the last six calendar months. They say nothing about change over time, and a snapshot over-represents postings that stay up for months.
- Laws change. The law table is as of October 13, 2026. Rules and effective dates change, so check the linked source or your state labor department.
Download the data
The CSV has one row for each state in the live table and nothing else: no job, employer, title or place inside a state. A posting counts in every state where LAYIQ has placed one of its locations, so the rows overlap and should not be added together.
Each row carries the time its counts were taken (as_of).
Download the CSVas_of- When the snapshot was taken: an ISO 8601 time in UTC.
state- The postal code of the state, or DC.
state_name- The name of the state.
postings- The current LAYIQ postings counted in the state.
postings_with_pay- Of those, the postings that state a US dollar annual or hourly pay range or single figure.
share_with_pay_percent- postings_with_pay as a percentage of postings, to one decimal place.
law_status- confirmed when the law table on this page has a rule that reaches the state, otherwise not_confirmed. Not confirmed means none was confirmed for it, not that it has none.
law_state_since- The day the state's own rule took effect, as an ISO 8601 date, or blank.
law_city_since- The day the rule of a city inside the state took effect, or blank.
How to cite
Please cite LAYIQ with the date of the law table and, for the shares, the as-of date, and say the shares describe the postings open at that moment. A suggested citation:
LAYIQ. “Which states require pay ranges, and who posts them” Pay range laws as of October 13, 2026; posting data as of Oct 20, 2026. https://www.layiq.co/data/pay-transparency
The data on this page and in its CSV is licensed under CC BY 4.0 (opens in a new tab). Credit it as “Source: LAYIQ (www.layiq.co), CC BY 4.0”. A link back is welcome, never required.
Frequently asked questions
Which states require pay ranges in job postings?
As of October 13, 2026, we confirmed rules on official government pages for Colorado, California, Washington, New York State, Hawaii, District of Columbia, Maryland, Illinois, Minnesota, New Jersey, Vermont, Massachusetts, Virginia, Maine, Connecticut. New York City has its own rule as well. The table on this page gives who each rule covers, when it took effect and the official source. Other states and cities have rules we did not confirm.
Does a pay range law apply to every job posting?
No. Each rule covers certain employers and postings, for example employers above a certain size or jobs done at least partly in the state. The “Who it covers” column shows each rule as its official source describes it.
What share of LAYIQ job postings state a pay range?
LAYIQ publishes it on this page, by state, with the date it was measured. It is the share of current LAYIQ postings that state a US dollar annual or hourly pay range or single figure. It does not say whether an employer follows a law.
Is this legal advice?
No. It is general information as of October 13, 2026. Check the linked official source or your state labor department before relying on a rule.
Sources
- Colorado Division of Labor Standards and Statistics. INFO #9A: Transparency in Pay and Job Opportunities, the Colorado Equal Pay for Equal Work Act, Part 2 (opens in a new tab). Accessed October 6, 2026.
- New York City Commission on Human Rights. Salary Transparency in Job Advertisements (opens in a new tab). Published May 12, 2022. Accessed October 6, 2026.
- California Department of Industrial Relations, Labor Commissioner’s Office. California Equal Pay Act: frequently asked questions (opens in a new tab). Accessed October 6, 2026.
- California Civil Rights Department. 2022 Legislative Summary (opens in a new tab). Accessed October 6, 2026.
- Washington State Department of Labor and Industries. Administrative Policy ES.E.2: Job Posting Requirements (opens in a new tab). Published December 3, 2025. Accessed October 6, 2026.
- New York State Department of Labor. Pay Transparency Law for Employers (P687) (opens in a new tab). Accessed October 6, 2026.
- Hawaiʻi Civil Rights Commission. Act 203 signed into law: pay transparency, effective January 1, 2024 (opens in a new tab). Accessed October 6, 2026.
- Council of the District of Columbia. D.C. Law 25-138: Wage Transparency Omnibus Amendment Act of 2023 (opens in a new tab). Accessed October 6, 2026.
- Maryland Department of Labor. Equal Work for Equal Pay: Wage Range Transparency, frequently asked questions (opens in a new tab). Accessed October 6, 2026.
- Illinois Department of Labor. Equal Pay Act pay transparency: frequently asked questions (opens in a new tab). Accessed October 6, 2026.
- Minnesota Office of the Revisor of Statutes. Minnesota Statutes 181.173: salary ranges required in job postings (opens in a new tab). Accessed October 6, 2026.
- Minnesota Office of the Revisor of Statutes. Laws of Minnesota 2024, Chapter 110 (article 7, section 2) (opens in a new tab). Accessed October 6, 2026.
- New Jersey Department of Labor and Workforce Development. Pay and benefits transparency (opens in a new tab). Accessed October 6, 2026.
- Vermont General Assembly. Act 155 of 2024 (H.704): disclosure of compensation in job advertisements (opens in a new tab). Accessed October 6, 2026.
- Massachusetts Legislature. Acts of 2024, Chapter 141 (wage transparency, section 105F of chapter 149) (opens in a new tab). Accessed October 6, 2026.
- Massachusetts Attorney General’s Office. Pay transparency in Massachusetts (opens in a new tab). Accessed October 6, 2026.
- Virginia Department of Labor and Industry. Employment law updates: new legislation protecting Virginia workers applies beginning July 1, 2026 (opens in a new tab). Accessed October 6, 2026.
- Maine Department of Labor. New Maine labor laws strengthen workplace protections (opens in a new tab). Accessed October 6, 2026.
- Connecticut General Assembly. Public Act 26-12 (Substitute H.B. 5003), section 2: the wage range and benefits in job advertisements (opens in a new tab). Accessed October 13, 2026.