Let’s get straight to the point. Pay transparency is no longer a perk; it’s the law in more places than before. Knowing these rules will make your job hunt more efficient. Here’s the factual update.
New States on the Board
As of late 2025, three more states now require salary ranges in job postings. New Jersey’s law began in June 2025. Vermont’s began in July 2025. Massachusetts began in October 2025. If you apply for a job in these states, a pay range must be included.
The Illinois Rule for Remote Work
Illinois passed a law in January 2025 that is critical for remote workers. The rule is this: if the job’s supervisor is located in Illinois, the employer must provide you with a pay range. This applies to you even if you live and work in a state without its own law, like Georgia or Florida. The location of the manager is the key factor.
Why This Is a Practical Tool for You
This information saves you time. You no longer need to go through multiple interview stages to learn the salary is too low. You can see the range in the initial post and decide if it’s worth your time.
It also acts as a screening tool. If you see a job posting from a state with a pay transparency law and there is no salary range listed, that is a red flag. The company is either non-compliant or disorganized. Either way, it’s useful information.
How to Apply This
Your process should be direct. When you look at a job, check the location. If it’s in a state with a disclosure law, look for the range. If it’s missing, you should question why.
For remote jobs, look for clues about the manager’s location. A post might say, “reports to our team lead in Chicago.” If that manager is in Illinois, they are required to disclose the pay range to you. This gives you leverage.
These laws are active now. Using this information allows you to focus your energy on opportunities with transparent pay from the start. It’s a practical way to gain more control over your job search.
How to Find Your Local Pay Transparency Laws
Pay transparency laws are not uniform. They vary by state and city. To use them to your advantage, you first need to know what they are where you live and where you are applying. Here is how to find that information.
Step 1: Find a State-by-State Map
Your first step is to get a general overview. Search online for a “pay transparency laws by state map.” Several HR and legal websites maintain these. They will show you at a glance which states have laws requiring pay ranges in job postings. This is a fast way to see if your state is on the list.
Step 2: Go to Your State’s Official Labor Website
Next, go to the official website for your state’s department of labor or workforce agency. This is the most reliable source. Use their search function to look for “pay transparency” or “wage transparency.” The official site will have the exact text of the law and any official guidance. This is better than relying on a third-party summary.
Step 3: Check for City and County Ordinances
Do not stop at the state level. Many cities have their own pay transparency rules. If your state has no law, your city might. Major cities like New York City have local ordinances that are often stricter than state laws. Search for “[Your City Name] pay transparency law” to check for local rules.
Step 4: Read the Details of the Law
Once you find a relevant law, read what it actually requires. Pay close attention to the specifics. Does the law require a pay range in *every* job posting, or only upon request? Does it apply to all employers, or only those of a certain size? Does it cover remote jobs? The details determine how you can use the law.
Step 5: Confirm the Law is Active
Laws have effective dates. Make sure the law you are reading is currently in force. A law might have been passed in 2023 but not take effect until 2025. Check the date to ensure you are working with current information.
Putting It Into Practice
Let’s say you live in Denver, Colorado. You would find a map showing Colorado has a statewide law. You would then go to the Colorado Department of Labor website to read the specifics. You would learn that Colorado requires a pay range in almost all job postings and that it applies to remote jobs if the employee is based in Colorado. Now you know that any posting for a Denver-based remote job without a range is non-compliant.
Doing this research gives you factual leverage. You can go into your job search knowing exactly what is legally required of employers in your area. It allows you to screen out non-compliant companies and focus your time on opportunities that are transparent from the start.
