Pay Transparency Laws 2026: US States & Canada Cheat Sheet

Last updated: October 13, 2026

You open a job posting and look for the pay. Sometimes it's right there. Sometimes it says "competitive salary" and nothing else. Whether an employer has to show you a number now depends on where the job is, how big the company is, and which province or state's rules apply.

This guide is a job seeker's cheat sheet. It covers which US states and Canadian provinces require pay ranges in postings, what each law includes, how to tell if a posting is covered, and what to do when a range is missing. It also explains how to use the number once you have it.

The quick answer

• Around 13 to 16 US states plus Washington, D.C. now have pay transparency rules, depending on how you count laws that only require disclosure on request.
• In Canada, British Columbia, Prince Edward Island, Ontario and New Brunswick require pay information in job postings.
• Connecticut's law took effect on October 1, 2026. Virginia (July 1) and Maine (July 29) are also new this year.
• Coverage usually depends on where the job is performed and how many people the employer has.
• If a covered posting has no range, ask the recruiter, save a screenshot and consider reporting it to your state or provincial labour agency.

The Big Picture: Who Has a Pay Transparency Law

Colorado started the US trend in 2021. Since then, most of the big job markets have followed. In Canada, British Columbia and Prince Edward Island led, and Ontario and New Brunswick joined in 2026.

You will see different counts of "pay transparency states" depending on the source. A September 2026 employer guide from Boostpoint counts 13 states plus D.C. that require a range inside the posting, with Connecticut making it 15 jurisdictions and Delaware making it 16 in 2027. Other trackers count states like Nevada and Rhode Island, where the employer only has to share the range at a certain point in the process. An employment law summary from July 2026 counts 16 states plus D.C. when you include those.

Both counts are fair. The practical point is the same: if you're applying to a large employer in a major state or province, there's a good chance the posting must show pay.

US Pay Transparency Laws by State (2026)

This table covers the states that require a range in the posting itself. The "Who's covered" column shows the employer size threshold.

State	Who's covered	What the posting must include	In effect
California	15+ employees	Pay scale: a good-faith estimate of what the employer expects to pay upon hire	Jan. 1, 2023; tightened Jan. 1, 2026
Colorado	All employers	Pay range, general description of other compensation and benefits, and the application deadline	2021
Connecticut	All employers	Wage or range plus a general description of benefits, in internal and external postings	Oct. 1, 2026
District of Columbia	All employers	Minimum and maximum projected pay, and healthcare benefits	June 30, 2024
Hawaii	50+ employees	Hourly rate or salary range	Jan. 1, 2024
Illinois	15+ employees	Pay scale and benefits	Jan. 1, 2025
Maine	10+ employees	Expected pay range; commission-based roles must be identified as such	July 29, 2026
Maryland	All employers	Wage range, general description of benefits and other compensation	Oct. 1, 2024
Massachusetts	25+ employees	Pay range reasonably and in good faith expected for the role	Oct. 29, 2025
Minnesota	30+ employees	Starting salary range or fixed rate, plus a general description of benefits	Jan. 1, 2025
New Jersey	10+ employees	Pay or range, plus a general description of benefits and other compensation	June 1, 2025
New York	4+ employees	Compensation or range, plus the job description if one exists	Sept. 17, 2023
Vermont	5+ employees	Compensation or range	July 1, 2025
Virginia	All employers	Wage, salary or range in each public and internal posting, including promotions and transfers	July 1, 2026
Washington	15+ employees	Wage scale or range, plus a general description of benefits and other compensation	Jan. 1, 2023
Delaware (upcoming)	More than 25 employees	Range plus a general description of benefits and other compensation	Sept. 26, 2027

Two states work differently. According to Boostpoint's table, Nevada requires the range to be given to applicants who complete an interview, and Rhode Island requires it on request and before pay is discussed. If you're applying in either state, ask for the range early.

Local rules can add more. Some cities, including some in New York, Ohio and New Jersey, have their own ordinances on top of state law. Check your city's labour department page if you live in or apply to a job in a major metro.

Sources disagree on a few details. Delaware's threshold shows up as both 25 and 26 employees in different guides (the law covers employers with more than 25). Some older guides also list Maine with a different date. We used the latest sources and July 29, 2026, which most of them give. Always confirm with your state labour department before relying on a threshold.

What's New in 2026

• Connecticut (Oct. 1, 2026). Before this date, employers only had to give the range on request or before an offer. Now the wage range and a general description of benefits must appear in internal and external postings. According to Paycom's overview, the law also covers roles performed outside Connecticut that report to a Connecticut supervisor.
• Virginia (July 1, 2026). Every employer is covered, with no size threshold. The range must be in each public and internal posting, including promotions and transfers. Private employers are also barred from asking applicants for salary history.
• Maine (July 29, 2026). Employers with 10 or more employees must include the expected pay range in postings.
• California (Jan. 1, 2026). The state tightened its definition of "pay scale" to a good-faith estimate of what the employer reasonably expects to pay upon hire. That targets ranges stretched wide enough to say nothing.
• Massachusetts (Oct. 29, 2025). Employers with 25 or more employees must post a range reflecting what they reasonably and in good faith expect to pay.

Canada Pay Transparency Laws by Province (2026)

Province	Status	What it means for job seekers
British Columbia	In force since Nov. 1, 2023	All employers must include the expected salary or range in publicly advertised postings. The range must reflect what the employer is genuinely prepared to pay. Employers cannot ask about your pay history. Employers with 50 or more BC-based employees (including remote workers) must publish a pay transparency report by Nov. 1, 2026.
Prince Edward Island	In force	The first province to require pay information in public postings. All employers are covered, and asking about pay history is prohibited.
Ontario	In force since Jan. 1, 2026	Employers with 25 or more employees must state expected compensation in publicly advertised postings. Details below.
New Brunswick	In force since June 12, 2026	Employers must include expected pay in public and internal postings, and salary history questions are banned. Pay reporting is still to come.
Nova Scotia	Partial	Employers cannot ask for salary history, and workers are protected when they discuss pay. There is no posting requirement yet.
Newfoundland and Labrador	Passed, not yet fully in force	The 2022 law's transparency provisions have not been proclaimed. One to watch.
Alberta, Saskatchewan, Manitoba, Quebec	No posting law	No pay-range requirement for postings. Quebec has pay equity rules but no transparency law.

Sources for the table include a Payworks overview, a Lexology analysis of New Brunswick's law and Agendrix's provincial summary.

Ontario's Extra Rules (Good News for Job Seekers)

Ontario's law goes beyond pay. According to Achkar Law's breakdown, employers with 25 or more employees must now do six things in a publicly advertised posting or hiring process:

1. State the pay. Include expected compensation or a range. A posted range can't be wider than $50,000 a year, so $80,000 to $120,000 is allowed and $60,000 to $120,000 is not.
2. Disclose AI use. If the employer uses AI to screen, assess or select applicants, the posting must say so.
3. Say whether the job is a real vacancy. This targets "pipeline" postings that exist only to collect resumes.
4. Drop "Canadian experience" requirements. This applies to postings and application forms.
5. Follow up. Interviewed applicants must be told whether a hiring decision has been made within 45 days of the interview (or the last interview).
6. Keep records. Postings and related records must be retained for three years.

The $200,000 exception: Ontario's pay disclosure requirement does not apply if the expected pay is above $200,000, or if the top of the range is above $200,000. If you're looking at senior roles, don't be surprised when the pay is missing. The other five requirements still apply.

Ontario's rules cover public postings only. Postings restricted to existing employees, general recruitment campaigns with no specific job, and roles performed outside Ontario are not covered.

Is This Job Posting Covered? A Four-Question Check

1. Where will the work be performed? Most laws attach to the state or province where the job is done. For remote jobs, see the section below.
2. How big is the employer? Many laws have a headcount threshold. Hawaii starts at 50, Minnesota at 30, Massachusetts at 25 and California, Illinois and Washington at 15. Virginia, Colorado, Maryland, Connecticut and D.C. have no threshold.
3. Is it a public posting? Ontario, BC and PEI cover publicly advertised jobs. Virginia, Connecticut and New Brunswick also cover internal postings, which matters if you're applying for a promotion.
4. Is it a specific job? General "we're always hiring" notices usually aren't covered.

If you answer yes to the first three and the job is a specific vacancy, the posting is probably covered. This is general guidance, not legal advice.

What a Real Pay Range Looks Like (and Red Flags)

Laws vary, but several use a "good faith" standard: the range should reflect what the employer actually expects to pay. California defines it as a good-faith estimate of what the employer expects to pay upon hire. Massachusetts and Connecticut use similar language, and BC requires that the range reflects what the employer is genuinely prepared to pay.

Signs of a useful posting:

• A specific dollar range, with a clear period (hourly, annual)
• Currency stated when it isn't obvious
• Benefits or other compensation described where the law requires it
• Commission-based pay clearly identified as such

Red flags:

• "Competitive salary" or "DOE" with no number in a covered state or province
• A huge range, such as $50,000 to $150,000, that tells you nothing about the actual budget (in Ontario, anything wider than $50,000 breaks the rule)
• "Up to" figures with no minimum
• A range that only appears after you apply
• A posting that lists base pay when the role is mostly commission

A wide range isn't automatically illegal in every place, but you can still ask the recruiter where candidates for the role typically land.

What to Do If the Range Is Missing or Looks Wrong

1. Save the posting. Take a screenshot or save a PDF with the date visible.
2. Check coverage. Use the four questions above.
3. Ask the recruiter. A polite email works: "Could you share the pay range for this role? The posting didn't include one." Many employers fix the posting or send the range.
4. Look at what the penalties and fix windows are. Enforcement varies. In Virginia, the Attorney General can seek up to $1,000 for a first violation and up to $5,000 for later ones. An individual can also sue within a year, but the employer first gets 15 business days after written notice to correct the posting. In Washington, statutory damages run from $100 to $5,000 per violation, and employers get a five-business-day fix window through July 27, 2027. In Massachusetts, a first offense is a warning, per Boostpoint's reading of the statutes.
5. Report it if the employer won't fix it. In Ontario, you can complain to the Ministry of Labour. In the US, start with your state labour department or attorney general's office.

Reporting is your choice. Many job seekers simply move on, especially when they're not sure of the rules. If a significant amount of money or a job offer is at stake, consider talking to an employment lawyer or a local legal clinic.

Remote Jobs: Which Law Follows You?

Remote work is where the rules get tricky. A few things the sources tell us:

• California and Maryland: Coverage applies when the position is performed in the state, according to the Paychex guide to state laws.
• Connecticut: The law reaches roles performed outside the state that report to a Connecticut supervisor.
• Ontario: Positions where the work is performed outside Ontario are excluded.
• BC: Employers with 50 or more BC-based employees must file pay reports, and remote workers count toward that number.

The practical advice: ask the recruiter which range applies to your location and whether pay is adjusted by region. If you're applying from outside the US or Canada, assume the posted range may be tied to the employer's location rules, and ask whether your pay would differ.

Salary History Bans: A Quick Reference

Pay transparency laws often come paired with bans on asking about your past pay. The aim is to stop a new salary from being anchored to an old one.

• Virginia: Private employers are barred from asking for salary history as of July 1, 2026.
• British Columbia: Employers cannot ask about pay history.
• Prince Edward Island: Employers cannot ask. You can volunteer the information if you choose.
• New Brunswick: Salary history questions are banned.
• Nova Scotia: Employers cannot ask.
• Many other US states have similar rules, so check yours.

Even where it's legal to ask, you can decline politely and redirect to the posted range or your target.

Dates to Watch

• Nov. 1, 2026: BC employers with 50 or more BC-based employees must publish pay transparency reports on gender pay gaps. Job seekers can use these reports to compare employers.
• July 27, 2027: Washington's five-business-day window to fix a posting ends.
• Sept. 26, 2027: Delaware's pay transparency law takes effect.
• Oct. 29, 2027: Massachusetts's two-year cure window ends, according to Boostpoint's summary.
• To be announced: Newfoundland and Labrador's transparency provisions and New Brunswick's pay reporting.

You Have the Range. Now What?

A posted range is a starting point, not an offer. Use it to decide where you fit in the band, set a target, and negotiate with evidence. For scripts and a step-by-step plan, read our guide on how to n    egotiate salary when the pay range is posted. If a recruiter asks what you expect to earn, see how to answer "what are your salary expectations".

Frequently Asked Questions

Which US states require salary ranges in job postings?

California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia and Washington, plus Washington, D.C. Delaware joins on September 26, 2027. Nevada and Rhode Island require disclosure on request or later in the process rather than in the posting itself.

Which Canadian provinces require pay ranges in job postings?

British Columbia, Prince Edward Island, Ontario and New Brunswick. Nova Scotia has a salary history ban but no posting requirement, and Newfoundland and Labrador has passed a law that isn't fully in force yet. Alberta, Saskatchewan, Manitoba and Quebec have no posting requirement.

Does Connecticut's pay transparency law apply now?

Yes. As of October 1, 2026, Connecticut employers must include the wage or range and a general description of benefits in internal and external job postings. There is no employer size threshold.

What is the maximum salary range allowed in Ontario?

A posted range can't exceed $50,000 a year. The pay disclosure requirement doesn't apply when expected pay, or the top of the range, is above $200,000.

Do remote jobs have to show a salary range?

It depends on the law and the employer. Some states cover roles performed in the state, and Connecticut also covers out-of-state roles that report to a Connecticut supervisor. Ontario excludes work performed outside the province. Ask the recruiter which range applies to your location.

What should I do if a job posting has no salary range?

Save a screenshot, check whether the employer and job are covered, and ask the recruiter for the range. If the posting is covered and the employer won't fix it, you can report it to your state or provincial labour agency.

Bottom Line

Pay transparency is now standard in most of the big North American job markets, but the rules differ by place, employer size and posting type. Check the table for your state or province, save every posting, ask for the range if it's missing, and then put the number to work in your negotiation. This is general information, not legal advice. Confirm details with your state, provincial or federal labour department.

Sources

• Boostpoint: Pay Transparency Laws by State (2026 Update)
• Employment Law Insights: New State Salary Disclosure Laws Go into Effect
• Paycom: Pay Transparency Laws by State
• Achkar Law: Ontario Pay Transparency 2026 Posting Rules
• Lexology: New Brunswick and Canada's Pay Transparency Momentum
• Payworks: Pay Transparency Is Now Law in Three Provinces
• Agendrix: Pay Transparency in Canada (2026)
• Payscale: Pay Transparency Laws, June 2026 Legislative Lowdown