Whether an employer must tell you what a job pays used to be entirely up to the employer. That has changed in much of the country: a growing number of states and cities now have pay-transparency laws. Whether one covers you depends on where the job is.
No federal requirement — but many state laws
There is no federal law requiring employers to disclose salary ranges. However, by 2026, more than a dozen states — along with several cities — had enacted pay-transparency requirements. Examples include California, Colorado, New York, Washington, Illinois, Maryland, Connecticut, Nevada, and others, with more added over time.
What these laws require varies
Some require employers to include a pay range in the job posting itself.
Others require disclosure on request, or at a certain point such as after an interview or upon an offer.
Coverage often depends on employer size (for example, 15 or more employees) and whether the role could be performed in the state.
Some laws also require posting the benefits or other compensation alongside the pay range.
Because the details differ, the same employer may post a range for a job in one state but not another.
Salary-history bans are a related, separate protection
Distinct from pay-transparency laws, roughly 20 or more states and many localities have salary-history bans that prohibit employers from asking about your prior pay. These are designed to keep past wage gaps from following you into a new job. If you are asked about salary history in a jurisdiction with a ban, the employer may be violating the law.
How to use these rights
Check whether your state or city requires pay ranges, and whether it’s in the posting or on request.
If a range isn’t posted where it must be, you can ask — and, in some places, report noncompliance to the state labor agency.
If asked about prior pay in a salary-history-ban jurisdiction, you can decline and note the law.
This is general legal information, not legal advice. Pay-transparency and salary-history rules vary by state and city and change. Confirm the current rule where the job is located.
The law behind your rights at work
Final-pay timing and permissible deductions are largely set by state law on top of the federal FLSA.
Your state and city matter. Federal law is the floor — many states and cities require higher pay, more leave, and broader protections. Always check your state’s rules (and any local ordinances) in addition to the federal laws above. This is general legal information, not legal advice.
Frequently asked questions
Do employers legally have to post a salary range?
There is no federal requirement, but more than a dozen states and several cities now require pay-range disclosure — some in the job posting, others on request. Whether it applies depends on where the job is located and often the employer’s size.
Can I ask for the pay range if it isn’t posted?
Yes. In some states disclosure is required on request or at a certain stage like after an interview or upon an offer. If a range is required in the posting but missing, you can ask and, in some places, report noncompliance to the state labor agency.
Can an employer ask about my current or past salary?
In roughly 20 or more states and many localities, salary-history bans prohibit asking about prior pay. If you’re asked in one of those places, the employer may be violating the law, and you can decline to answer.
Why did an employer post a range in one state but not another?
Because these are state and city laws, coverage varies. The same employer may be required to post a range for a role in one state and not another, and rules can depend on employer size and whether the job could be done in that state.
This article is general legal information, not legal advice, and may not reflect the most current law or the law in your jurisdiction. Laws vary by state and change over time. For advice about your specific situation, consult a licensed attorney.
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