Where U.S. companies have to share salary ranges with workers by law

New salary transparency laws are rolling out across the U.S.

As of Jan. 1, three new states — California, Rhode Island and Washington — joined the chorus of states, cities and counties enacting salary transparency laws intended to give workers more leverage to negotiate their earnings and close wage gaps.

For years now, new laws have passed that aim to protect job-seekers during the hiring process, such as by barring employers from asking about their salary history (which can keep underpaid workers from equitable pay). In 2021, Colorado paved the way with a new type of law that requires employers to proactively and publicly put their cards on the table: Companies were required to list salary ranges on job advertisements for work that could be done in the state.

Since then, additional states and localities have passed similar legislation, whiles others have laws that say employers must disclose the minimum and maximum pay to job candidates at some point in the hiring process.

All told, roughly 1 in 4 U.S. workers now live in a place where employers are required to share pay ranges by law, according to calculations from analysts at Payscale. Here’s a rundown of where salary transparency laws are currently in effect:

The law: Employers must list the salary range on all job ads for roles that will or may be filled in California, including for jobs that can be done remotely from the state. Current employees are entitled to the salary range of their position, upon request.

The law: Employers must share the salary range for a position after they extend an offer and if the applicant asks for it .

The law: Employers must list the salary range, as well as a rundown of general benefits, on all job ads for roles that will or may be filled in Colorado, including for jobs that can be done remotely from the state.

The law: Employers must share the salary range for a position if an applicant asks for it, or when they extend an offer — whichever occurs first. An employer must provide the employee the salary range when they are hired, if they change to a new position, or if the employee requests it.

The law: Employers must share the salary range for a position if an applicant asks for it.

The law: Employers must provide the salary range to applicants after an initial interview automatically, even if the applicant hasn’t asked for it. Employers must also provide pay ranges for a transfer or promotion opportunity if an employee has applied for it, completed an interview and requests it.

The law: Employers must list the salary range on all job ads for roles that will or may be filled in New York City, including for jobs that can be done in the field or remotely from the city.

The law: Employers must provide the salary range to job applicants upon request. Employers must disclose the salary range of a job before discussing compensation with a candidate, when they officially extend an offer, and if the employee moves into a new position. Plus, they have to provide a salary range for a current employee’s position at their request.

The law: Employers must share the salary range for a position after they extend an offer and if the applicant asks for it .

The law: Employers must list the minimum and maximum salary range, and a list of benefits the new hire will get, on all job ads, including for jobs that can be done remotely from the state.