Pay Transparency Laws by State (2026)
Which states require pay ranges in job postings, who is covered, what must be disclosed, and what non-compliance costs — verified against the statutes and enforcing agencies. Rates of change are high in this area; each state page lists its primary sources.
Verified as of July 14, 2026.
California
Yes — pay range required in job postings (Labor Code § 432.3, via SB 1162; refined by SB 642 effective January 1, 2026)
Full requirements →Colorado
Yes — the most demanding posting law of the states we track (Equal Pay for Equal Work Act, as amended by SB 23-105)
Full requirements →Illinois
Yes — pay scale AND benefits in job postings (Equal Pay Act amendments, P.A. 103-539, effective January 1, 2025)
Full requirements →New York
Yes — good-faith salary range in postings (Labor Law § 194-b, effective September 17, 2023; NYC has its own stricter ordinance)
Full requirements →Washington
Yes — wage scale or salary range plus benefits in postings (RCW 49.58.110, effective January 1, 2023; amended by SB 5408 effective July 27, 2025)
Full requirements →Texas
No — Texas has no pay-transparency mandate of any kind.
Full requirements →Prefer the narrative version? Read our July 2026 deep dive — including the remote-posting trap and the claims worth double-checking.