EMPLOYMENT LAW NEWS
Pay Transparency Laws by State and Province
By GovDocs
Updated July 2026
As with most aspects of employment law, each jurisdiction handles pay transparency laws differently.
What are pay transparency laws?
There are several jurisdictions in the U.S. and Canada that have enacted pay transparency and salary history ban laws.
Pay transparency laws are regulations that require employers to disclose information about employee compensation, either to the employees themselves or to the public. The specific requirements of these laws can vary depending on the jurisdiction, but they generally aim to promote fairness and reduce pay disparities based on factors like gender, race, and ethnicity.
These laws require employers to be more, well, transparent with salary ranges and benefits. Depending on the jurisdiction, these laws require employers to:
- Provide applicants the salary range for a posted position at a specified point during the hiring process
- Provide employees salary range upon request, when changing jobs, or upon hire
- Include salary range in job postings
Many jurisdictions have passed their own pay transparency laws, which may require employers to disclose salary ranges for open positions, prohibit retaliation against employees who discuss their pay with colleagues, or require employers to report pay data to government agencies. As workers and lawmakers continue to push for enhanced employee rights, pay transparency laws are becoming more common.
Latest pay transparency laws in 2026
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Pay Transparency Laws by State: Effective Dates
Below is an at-a-glance list of the states that require disclosure of pay range under certain circumstances and corresponding effective dates. Each law is different, so employers should review each specific jurisdiction’s requirements to ensure compliance:
- California – effective Jan. 1, 2023
- Colorado – effective Jan. 1, 2021
- Connecticut – effective Oct. 1, 2021
- Delaware – effective Sep. 26, 2027
- District of Columbia – effective June 30, 2024
- Hawaii – effective Jan. 1, 2024
- Illinois – effective Jan. 1, 2025
- Maine – effective July 28, 2026
- Maryland – effective Oct. 1, 2024
- Massachusetts – effective Oct. 29, 2025
- Minnesota – effective Jan. 1, 2025
- Nevada – effective Oct. 1, 2021
- New Jersey –effective June 1, 2025
- New York – effective Sep. 17, 2023
- Rhode Island – effective Jan. 1, 2023
- Vermont – effective July 1, 2025
- Virginia – effective July 1, 2026
- Washington – effective Jan. 1, 2023
As of this writing, several jurisdictions in the U.S. have some form of a pay transparency law. But more could be on the horizon.
Canada Pay Transparency Laws by Province:
Effective Dates relating to compensation disclosures
- British Columbia – effective Nov. 1, 2023
- New Brunswick – effective June 12, 2026
- Newfoundland and Labrador – effective date pending
- Ontario – effective Jan. 1, 2026
- Prince Edward Island – June 1, 2022
As of this writing, several jurisdictions in the U.S. and Canada have some form of a pay transparency law. But more could be on the horizon.
Salary History Bans
Salary history bans are adjacent to pay transparency laws and generally prohibit employers from asking job applicants about their past or current pay.
These laws preclude employers from relying on pay history to set compensation, and it was originally part of the growing employment law sector related to the #MeToo movement.
Employers can usually ask for pay expectations but not actual pay history.
What states have salary history bans?
States, or jurisdictions within them, that have salary history bans include:
- Alabama
- California
- Colorado
- Connecticut
- Delaware
- District of Columbia
- Hawaii
- Illinois
- Maine
- Maryland
- Massachusetts
- Minnesota
- Missouri (only Kansas City)
- Nevada
- New Jersey
- New York State
- Ohio (only Cleveland, Cincinnati, Columbus, and Toledo)
- Oregon
- Pennsylvania (only Philadelphia and Lehigh County)
- Rhode Island
- Vermont
- Virginia – effective July 1, 2026
- Washington
The list above is for private employers, but other jurisdictions have similar laws for government employers.
Note: New York and California have state-wide Salary History Ban laws in effect, but there are still city and county requirements in place. Unlock the full list with GovDocs Minimum Wage >
Provinces that have salary history bans include:
- British Columbia
- New Brunswick
- Newfoundland and Labrador (effective date pending)
- Nova Scotia
- Ontario (effective date pending)
- Prince Edward Island
The lists above are for private employers, but other jurisdictions have similar laws for government employers.
Conclusion
There are several jurisdictions in the U.S. and Canada that have enacted pay transparency and salary history ban laws of late. In addition, a competitive job market could spur companies to unilaterally opt to start including pay ranges with job postings, though there is some concern that it could create issues with existing employees who may not earn as much even though they hold the same position.
Still, employers with locations in the jurisdictions listed above should review their hiring practices to ensure they align with the law. Need help managing pay transparency laws across your business locations? Visit GovDocs Minimum Wage.
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