Pay transparency laws by state for 2026

Summary

Alaska law requires employers to provide wage information upon hire and to notify employees when it changes.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers must notify employees in writing of the employees’ wage rate and the day and place of payment. Alaska Statute § 23.05.160.

What wage information needs to be provided to current employees?

Employers must inform employees of changes to wages or the day or place of payment no later than the payday prior to the time of change. Employers may comply with this requirement by posting the information in a conspicuous location at or near the place of work where it can be seen by employees as they come and go from work.

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Summary

California law requires employers to provide wage information in job postings and upon hire, obtain signed wage notices, and provide pay data to the California Civil Rights Department.

What wage information needs to be provided to job applicants?

All employers must disclose the wage range for an open position to California applicants upon request. Further, employers with 15 or more employees must include the good faith pay scale they reasonably expect to pay for a position in all job postings they host themselves and provide the same ranges to third parties who host their job postings. Cal. Lab. Code. § 432.3. Employers will also need to include a description of all forms of pay on a job posting, including bonuses, stock options, benefits, travel reimbursements, and allowances.

What wage information needs to be provided upon hire?

At the time of hire, employers in California must provide a wage notice form and obtain a signed copy from new hires under California Labor Code § 2810.5. State employees, exempt employees, and those covered by a CBA that covers the necessary information are excluded from that requirement. California provides a template Notice Form (available in English, Spanish, and Vietnamese).

The notice must be in the language the employer normally uses to communicate employment-related information to the employee and include:

• The employer’s name, physical address, and phone number;
• The employee’s name, start date, rate of pay, overtime rate of pay, basis of wage payment (whether paying by hour, shift, day, week, piece, etc.), regular payday, minimum wage allowances, sick leave information;
• The workers’ compensation carrier, phone number, email address, and policy number;
• The existence of any applicable emergency or disaster declarations that may affect their health and safety; and
• Any other information the Labor Commissioner might require.

What wage information needs to be provided to current employees?

If any information from the wage notice form changes, employers must notify affected employees in writing within 7 days after the change.

Employers must provide the pay scale to current employees for the position they currently hold upon request, and must maintain a record of each employee’s job title and wage history for three years after the employment relationship ends. Cal. Lab. Code. § 2810.5.

Are there any other wage-related requirements or restrictions for employers?

Employers may not prohibit employees from disclosing, discussing, or inquiring about wage rates.

Employers must also maintain job title and wage history records for at least 3 years after the employee’s employment ends.

California employers with 100 or more total employees must:

• Submit a pay data report to the California Civil Rights Department on or before the second Wednesday of May each year that covers the prior calendar year; and
• Submit a separate pay data report to the California Civil Rights Department for workers hired through labor contractors within the prior calendar year.

California pay data reports only need to be filed for employees working in California.

Employers who violate these requirements could face penalties up to $10,000 per violation.

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Summary

Colorado law requires employers to provide wage information in job postings, post wage notices, and notify most employees of job opportunities.

What wage information needs to be provided to job applicants?

Employers covered by the Colorado Equal Pay Act (i.e., employers with at least one employee in the state) are required to include wage rate information in all job postings unless the position could not be performed in Colorado (e.g., an Arizona mechanic). Wage rate information includes: (1) the actual compensation or a good faith wage range for the position, (2) a general description of the benefits and other compensation for the position, (3) the application deadline, and (4) instructions on how to apply. C.R.S. § 8-5-201(2).

What wage information needs to be provided upon hire?

Colorado doesn’t have individualized notice requirements, but it does require employers to publicly post a notice of regular paydays, time and place of payment, and any changes to that information. Colo. Rev. Stat. § 8-4-107.

What wage information needs to be provided to current employees?

All job opportunities (including the same information as required in external job postings) must be made known to all current Colorado employees before a decision is made. Even jobs that are performed entirely out of state must be made known to current employees, though they don’t need to include the compensation information described above. Those job opportunities must be provided to all employees on the same day—no employees should have more time to review/apply than others. If an employer is physically located outside Colorado and has fewer than 15 employees who work remotely from Colorado, then, until July 1, 2029, those employees only need to be notified of remote positions. Employers must also maintain a record of job descriptions and wage rate histories for each employee during their employment and for two years after their employment ends.

Are there any other wage-related requirements or restrictions for employers?

Employers who violate these requirements could face penalties up to $10,000 per violation. Colorado has released helpful guidance to help employers navigate these new requirements.

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Summary

Connecticut law requires employers to provide applicants with wage ranges before and upon hire, and prohibits employers from punishing employees for discussing their wages.

What wage information needs to be provided to job applicants?

Employers in Connecticut must provide applicants the wage range for an open position upon the earlier of (1) the applicant’s request, or (2) prior to or at the time the applicant is made an offer of compensation. Conn. Gen. Stat. §31-71.

• The “wage range” is the “range of wages an employer anticipates relying on when setting wages for a position, and may include reference to any applicable pay scale, previously determined range of wages for the position, actual range of wages for those employees currently holding comparable positions or the employer’s budgeted amount for the position.”
• Employers cannot refuse to provide current employees with their wage range upon (1) hiring, (2) a change in the employee’s position, or (3) the employee’s first request for a wage range.

What wage information needs to be provided upon hire?

At the time of hiring, employers must notify employees in writing of the employees’ rate of pay, hours of employment, and wage payment schedules. Conn. Gen. Stat. §31-71f. Employers must also provide written or posted notice of any changes to wages, vacation pay, sick leave, health and welfare benefits, etc.

What wage information needs to be provided to current employees?

Employers must provide employees the wage range for their current position upon hire, when the employee changes positions, or upon the employee’s first request. Conn. Gen. Stat. § 31-40z.

Are there any other wage-related requirements or restrictions for employers?

Employers may not prohibit employees from discussing or disclosing their wages or inquiring about the wages of another employee, nor may employers take any adverse employment action or otherwise retaliate against any employee who does. Employers who violate these requirements may face civil action and be liable for compensatory damages, punitive damages, and attorney’s fees and costs.

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Summary

Delaware law requires most employers to provide employees with wage information upon hire and prohibits employers from punishing employees for discussing their wages.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers with 4 or more employees must notify employees in writing of the rate of pay, and of the day, hour, and place of payment. Employers must notify employees in writing or through a posted notice of any reduction in the regular rate of pay prior to the time of such reduction, or any change to the day, hour, and place of payment prior to the time of such change. The notice must be maintained in a place accessible to the employees and where they normally pass. 19 Del. Code Ann. § 1108.

What wage information needs to be provided to current employees?

Employers with 4 or more employees must also provide all employees with information about vacation, sick leave pay, and any health and welfare benefits available. This notice can be provided individually or by posting where employees can see it. 19 Del. Code Ann. § 1108.

Are there any other wage-related requirements or restrictions for employers?

All employers must maintain a record of employee wage and hour information for at least three years. All Delaware employers are prohibited from restricting employees from sharing their wages and from taking adverse employment actions or otherwise retaliating against employees who discuss or disclose their wages or the wages of another employee. 19 Del. Code Ann. § 711(j)(1).

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Summary

Hawaii law requires employers to provide wage ranges in job postings, to notify employees of their wage information upon hire, and prohibits employers from punishing employees for discussing their wages.

What wage information needs to be provided to job applicants?

All Hawaii employers with 50 or more employees (employee location not specified) must disclose the reasonably expected actual wage rate in all job postings unless the posting is for an internal transfer/promotion or a public employee position whose salary, benefits, and other compensation are determined by collective bargaining. Haw. Rev. Stat. § 378-2.8.

What wage information needs to be provided upon hire?

At the time of hire, all employers must notify employees in writing of the rate of pay, and of the day, hour, and place of payment. Haw. Rev. Stat. § 388-7.

What wage information needs to be provided to current employees?

All employers must notify employees in writing or through a posted notice in a place accessible to employees of vacation and sick leave policies and any changes in the rate or pay or the day, hour, and place of payment prior to the time of the change. Haw. Rev. Stat. § 388-7.

Are there any other wage-related requirements or restrictions for employers?

No employer may prohibit employees from or take adverse action against them for discussing or disclosing their wages. Haw. Rev. Stat. § 378-2.3.

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Summary

Idaho employers must notify employees of their wage information upon hire and request.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers must notify employees of their rate of pay and the usual day of payment. Upon employee request, that notice must be made in writing. Idaho Code Ann. § 45-610.

What wage information needs to be provided to current employees?

Employers must provide the same new hire information to current employees upon request. They must also provide notice to employees of any reduction in wages prior to the work being performed (in writing, upon request). Idaho Code Ann. § 45-610.

Are there any other wage-related requirements or restrictions for employers?

Employers must maintain employment records for at least 3 years from the date of each employee’s last day of service. Idaho Code Ann. § 45-610.

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Summary

Illinois law requires employers to provide wage ranges in job postings, notify employees of their wage information upon hire, apply for an Equal Pay Registration Certificate, and prohibits employers from punishing employees for discussing their wages.

What wage information needs to be provided to job applicants?

Illinois employers with at least 15 employees total must include the pay scale and benefits they reasonably expect in good faith to offer for a position in any specific job posting. This requirement applies to all opportunities that will be physically performed at least partly in the state and to all opportunities that may be performed remotely but that would report to a supervisor or office in Illinois. Job postings containing a link to a page with the required information satisfy the legal requirement. 820 ILCS 112/10(b-25).

What wage information needs to be provided upon hire?

Upon hire, all employers must notify employees of their pay rate and the time and place of payment. Employers must notify employees of any change to that information prior to its effective date and must maintain posted notices of regular paydays and times and places of payment. 820 ILCS 115/10.

What wage information needs to be provided to current employees?

Employers with 15 or more employees must make all opportunities for promotion known to all current employees no later than 14 days after making the external posting. 820 ILCS 112/10(b-25).

Are there any other wage-related requirements or restrictions for employers?

No employer may prohibit employees or take adverse action against them for discussing or disclosing their wage rates. 820 ILCS 112/10(b). Under the Workplace Transparency Act, it is against public policy to execute any agreement, clause, covenant, or waiver that is a condition of employment that:

• prevents an employee from engaging in protected concerted activity to address work related issues;
• intends to shorten the applicable statute of limitation; or
• applies non-Illinois law to an Illinois employee’s claim or requires a venue outside of Illinois to adjudicate employees’ claims.

Employees may also recover consequential damages when challenging contract violations.

Employers with 100 or more employees in Illinois must apply for and obtain an Equal Pay Registration Certificate (EPRC).

All employers must maintain records of each employee’s name, address, and occupation, the wages paid to each employee, the pay scale and benefits for each position, and the job posting for each position for at least 5 years. 820 ILCS 112/20.

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Upon request, Kansas employers must provide employees with written notice of their rate of pay and the day and place of payment. Changes to that information must also be posted or provided in writing upon request. Kan. Stat. Ann. § 44-320.

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Summary

Louisiana employers must provide wage information to new hires and current employees, and must provide information about earned income tax credits to employees who earn less than $35,000 per year.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers in Louisiana must inform employees of their wages, the method in which they will be paid, and the frequency of payment. La. Rev. Stat. Ann. § 23:633.

What wage information needs to be provided to current employees?

Employers must inform employees of changes to the employees’ wages, the method in which they will be paid, and the frequency of payment prior to making the change. La. Rev. Stat. Ann. § 23:633. Employers with at least 20 employees must notify new employees whose anticipated earnings are $35,000 or less of their possible eligibility for an earned income tax credit and the process to recover it. La. Rev. Stat. Ann § 23:1018.2.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location. Louisiana public employers (any department, office, division, agency, commission, board, committee, or other state employer) may not prohibit employees or take adverse action against them for discussing or disclosing their wage rates. La. Stat. tit. 23 § 664.

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Summary

Employers with 100 or more employees in Massachusetts must provide annual wage data reports to the State Secretary by February or each year. Massachusetts requires most employers provide wage ranges in job postings and notice to current employees of changes to their wage information. Employers may not prohibit employees from discussing their wages. Massachusetts has released official guidance to help employers navigate these requirements.

What wage information needs to be provided to job applicants?

Employers with 25 or more employees in Massachusetts must provide wage ranges to applicants on all job postings, to employees who are offered a new position, and to both applicants and employees upon request. Employers may not discriminate against or punish employees or applicants for taking action covered under Massachusetts’ wage transparency law. Mass. Gen. Laws ch. 149 § 105F.

What wage information needs to be provided upon hire?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided to current employees?

Employers must provide affected employees with 90 days’ written notice when changing pay from weekly to bi-weekly. Mass. Gen. Laws ch. 149, § 148.

Are there any other wage-related requirements or restrictions for employers?

Massachusetts employers may not require, as a condition of employment, that employees refrain from inquiring about, discussing, or disclosing their wages or those of other employees. Employers also may not subject any employee to adverse employment action based on the employee’s disclosure of wages. Mass. Gen. Laws ch. 149 § 105A. Employers with 100 or more employees in Massachusetts must provide annual wage data reports to the State Secretary. Mass. Gen. Laws ch. 149 § 105E.

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Summary

Maryland employers must provide wage ranges in job postings and wage notices to new and current employees, and may not punish employees for discussing their wages.

What wage information needs to be provided to job applicants?

For any position that will be performed at least partly in the state, employers are required to include the wage range the employer expects, in good faith, to pay for any posted position. The job posting must also include a general description of benefits and any other compensation offered for the position. Review Maryland’s official guidance for more information. At the time of hire, employers must notify employees in writing of the employees’ rate of pay, the employer’s regular paydays, and leave benefits. MD Code, Lab. & Empl. § 3-304.2 (enacted by SB 525); MD Code, Lab. & Empl. § 3-504.

What wage information needs to be provided upon hire?

Maryland employers must provide written notice to all employees, at the time of hire, of their rate of pay, regular paydays, and leave benefits. Md. Code Ann., Lab. & Empl. § 3-504. Employers must provide new employees with notice of their rights under Maryland’s Earned Sick and Safe Leave law. Md. Code, Lab. & Empl. § 3-1306.

What wage information needs to be provided to current employees?

Employers must provide at least one pay period’s advance notice of any change in wage or payday. Md. Code Ann., Lab. & Empl. § 3-504.

Are there any other wage-related requirements or restrictions for employers?

Employers are required to keep a record of compliance with § 3-304.2 for each position for at least three years after the initial posting. Employers may not prohibit employees from or take adverse action against them for discussing or disclosing their wage rates. MD Code, Lab. & Empl. § 3-304.1(a)(1).

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Summary

Maine employers must provide notice of changes to wage information and may not punish employees for discussing their wages.

What wage information needs to be provided to job applicants?

Beginning July 29, 2026, Maine employers with 10 or more employees must include pay ranges in job postings, unless compensation is based solely on commission. If the position is based solely on commission, the posting must indicate that fact.

What wage information needs to be provided upon hire?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided to current employees?

One working day’s written notice is required for any reduction in pay, and 30 days’ written notice is required for any increase in the regular pay interval. Me. Rev. Stat. Ann. tit. 26, § 621A. Upon request by an employee, all Maine employers must provide the pay range of the position that employee holds.  

Are there any other wage-related requirements or restrictions for employers?

Employers must maintain a record of each position held by an employee and the pay history of the employee in each position for the duration of the employee’s employment with the employer and for 3 years after the termination of the employee’s employment. Employers may not prohibit employees or take adverse action against them for discussing or disclosing their wage rates if the purpose is to enforce rights granted under the Maine Equal Pay Act. Me. Stat. tit. 26 § 628.

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Summary

Michigan employers must provide employees with notice of pay reductions and may not punish employees for discussing their wages.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided to current employees?

Employers must provide employees with notice of any reduction in pay before it takes effect.

Are there any other wage-related requirements or restrictions for employers?

Michigan employers may not require, as a condition of employment, that employees refrain from inquiring about, discussing, or disclosing their wages or those of other employees. Employers also may not subject any employee to adverse employment action based on the employee’s disclosure of wages. Mich. Comp. Laws § 408.483a.

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Summary

Minnesota employers must provide wage information to new hires and current employees, must provide notice of any changes to wage information, and may not punish employees for discussing their wages. Many employers must also include wage ranges and benefits descriptions in job postings.

What wage information needs to be provided to job applicants?

Employers with 30 or more employees in Minnesota must include the good faith salary range and a general description of benefits and other compensation available for a position in each job posting. Minn. Stat. § 181.173.

What wage information needs to be provided upon hire?

At the start of employment, employees must be provided a notice of their status and terms of employment. Employers must keep a signed copy of the notice. Minn. Stat. § 181.032.

What wage information needs to be provided to current employees?

Employers must include a notice of the Minnesota Wage Disclosure Protection law in their handbook. Under the Minnesota Wage Disclosure Protection law, Minnesota employees have the right to tell any person the amount of their own wages. They will not be retaliated against for disclosing their own wages. Remedies under the Wage Disclosure Protection law include bringing a civil action against an employer and/or filing a complaint with the Minnesota Department of Labor and Industry at 651-284-5075 or 800-342-5354. Minn. Stat. § 181.172. Employers must provide employees with written notice of any change to their wages before the change takes effect. Minn. Stat. § 181.032.

Are there any other wage-related requirements or restrictions for employers?

Minnesota employers may not require, as a condition of employment, that employees refrain from inquiring about, discussing, or disclosing their wages or those of other employees. Employers also may not subject any employee to adverse employment action based on the employee’s disclosure of wages. Minn. Stat. § 181.172.

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Employers must provide at least 30 days’ written notice of any wage reduction. This notice may be provided individually or by conspicuously posting a written informational page describing the employees whose wages will be reduced and by how much. Mo. Rev. Stat. § 290.100.

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Upon written request before starting work in the position, Montana employers must notify employees in writing of the wage rate (hourly, daily, weekly, monthly, or yearly) and paydays. The notice must be provided in writing to each employee or posted in a conspicuous place. Montana Statute § 39-3-203.

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Summary

Employers must provide notice of changes to wage information and may not punish employees for discussing their wages.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided to current employees?

Employers must provide at least 30 days’ written notice before making any change to regular paydays. Neb. Rev. Stat. § 48-1230.

Are there any other wage-related requirements or restrictions for employers?

Nebraska employers may not discriminate against or punish employees or applicants because they have inquired about, discussed, or disclosed information regarding wages, benefits, or other compensation. Neb. Rev. Stat. §§ 48-1114.

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Summary

Nevada employers must provide wage ranges to applicants after an interview, provide a week’s notice of changes to wage information, and may not punish employees for sharing wage information.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

Employers in Nevada must notify applicants of the wage rate or salary range following an interview for the position. Nev. Rev. Stat. § 613.133.

What wage information needs to be provided to current employees?

Current employees seeking promotion or transfer must be provided the wage rate or salary range if the employee has (1) applied for the promotion or transfer, (2) completed an interview or been offered the promotion or transfer, and (3) requested the wage rate or salary range for the position. Nev. Rev. Stat. § 613.133. Employers must also provide at least 7 days’ written notice to employees for any reduction in pay or change in paydays or place of payment. Nev. Rev. Stat. §§ 608.100, 608.080.

Are there any other wage-related requirements or restrictions for employers?

Nevada employers with 15 or more employees (employee location not specified) may not discriminate against any employee because they have inquired about, discussed, or disclosed their wages or those of another employee. Nev. Rev. Stat. § 613.330. Employers who violate these requirements could face civil action and fines up to $5,000 per violation, plus attorney’s fees and costs.

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Summary

New Hampshire requires employers to provide wage information to employees upon hire and written notice to all employees of any change to their wage information. Employers are also prohibited from punishing employees for discussing their wages.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, New Hampshire employers must notify employees, in writing, of their rate of pay or salary, the frequency of payment, the day and place of payment, and the specific methods used to determine wages. Employers must also provide all new employees with information about vacation pay, bonuses, severance pay, sick leave, personal days, and all other fringe benefits. N.H. Rev. Stat. § 275:49; NH Admin. Rules, Lab § 803.

What wage information needs to be provided to current employees?

Before any change is made to employees’ wage information, New Hampshire employers must notify employees, in writing, of their new details. N.H. Rev. Stat. § 275:49; NH Admin. Rules, Lab § 803.

Are there any other wage-related requirements or restrictions for employers?

New Hampshire employers may not discriminate against any employee because they have inquired about, discussed, or disclosed their wages or those of another employee. Nor may any employer condition employment on an employee’s agreement to refrain from disclosing their wage rates. NH Rev. Stat. § 275:41-b.

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Summary

New Jersey requires employers to include wage ranges in job postings, provide new employees with their wage information and information about state wage laws, and give written notice to current employees of any change to their wage information. Employers also may not prohibit employees from discussing their wages.

What wage information needs to be provided to job applicants?

Employers with 10 or more employees total (not just in New Jersey) must include wage ranges and a general description of benefits in job postings. Guidance from the state says that if “none of the employer’s employees work inside New Jersey, the employer will only be covered if it does business in New Jersey or takes applications for employment within New Jersey.”

What wage information needs to be provided upon hire?

Upon hire, employers must notify employees of their pay rate and regular paydays. NJ Rev. Stat. § 34:11-4.6. Employers in New Jersey must provide new employees with a written statement from the Department of Labor and Workforce Development that provides employees with information about state wage and hour laws and an explanation of how to file a claim. New Jersey Statute § 34:11-58.3.

What wage information needs to be provided to current employees?

Employers must give employees prior written notice of any change to their wages or paydays. N.J. Rev. Stat. § 34:11-4.6.(b).

Are there any other wage-related requirements or restrictions for employers?

New Jersey employers may not require, as a condition of employment, that employees refrain from inquiring about, discussing, or disclosing their wages or those of other employees. Employers also may not subject any employee to adverse employment action based on the employee’s disclosure of wages. N.J. Stat. § 10:5-12(r).

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Employers must provide employees with prior written notice of any reduction in pay.

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Summary

New York employers must include wage ranges in job postings, provide wage notices to new hires, give written notice of any change to employee wage information, and maintain wage records. Employers may not prohibit employees from discussing their wages.

What wage information needs to be provided to job applicants?

Private employers in New York state with 4 or more employees must include a good faith wage range and job description in all job, promotion, and transfer opportunity postings. This requirement applies to all opportunities that will be physically performed, at least in part, in the state and to all opportunities that may be performed remotely but that would report to a supervisor or office in NY state. The state has issued guidance to help employers determine when wage ranges need to be provided. N.Y. Lab. Law § 194-B.

What wage information needs to be provided upon hire?

All New York employers must obtain written acknowledgment from new hires that they have received a written wage notice in both English and the employee’s primary language before starting work. Employers are expected to maintain those acknowledgements for 6 years. New York Labor Law § 195.1.

• The notice must include the rate or rates of pay, overtime rate of pay (if applicable); how the employee is paid; regular payday; the employer’s name and any other names used for business; address and phone number of the employer’s main office or principal location; and allowances taken as part of the minimum wage (tips, meal, and lodging deductions).

Employers must also provide new hires with written notice of the Wage Theft Prevention Act.

What wage information needs to be provided to current employees?

Employers must give at least 7 days’ written notice to employees any time the information in their wage notice changes.

Are there any other wage-related requirements or restrictions for employers?

Employers must “maintain necessary records to comply with the requirements” created under N.Y. Lab. Law § 195.1. It is not clear how long records must be kept. New York employers may not prohibit employees from inquiring about, discussing, or disclosing their wages or those of another employee. Employers may place reasonable workplace limitations on where and when that information may be discussed. N.Y. Lab. Law § 194(4)(a)-(b). Employers who violate these requirements could face fines up to $3,000 per violation.

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Summary

Employers in North Carolina must provide new employees with wage information and notify all employees when their wage information changes.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

North Carolina employers must provide written notification to their employees, at the time of hire, of their wages and the day and place of payment. N.C. Gen. Stat. § 95-25.13.

What wage information needs to be provided to current employees?

Employers in North Carolina must notify employees, in writing, at least 1 pay period prior to any change in wages. It should be noted that in a previous version of the statute, the law allowed employers to fulfill that notice requirement by posting a sign in a public area. That allowance was later removed, meaning employers should provide this written notice to each employee individually. Employers must also provide written information or a posted notice containing the wage payment policies in a place accessible to its employees. N.C. Gen. Stat. § 95-25.13.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location.

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Summary

Ohio employers must provide a day’s notice to their minor employees of wage reductions.

What wage information needs to be provided to job applicants?

We are unaware of any state-wide requirements for private employers in this location.

What wage information needs to be provided upon hire?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided to current employees?

Employers must provide their minor employees with at least 24 hours’ written notice of any reduction in wages. Afterwards, a new written agreement must be signed. Ohio Rev. Code § 4109.10.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location.

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Oregon employers may not take any adverse employment action or otherwise retaliate against any employee because the employee inquired about, discussed, or disclosed their wages or those of another employee. ORS § 659A.355. Oregon courts have clarified that employees are also protected from retaliation simply for asking for a raise, even where there is no claim of pay inequity or class-based discrimination. Mirkovic v. Tenasys Corp., 348 Or App 70 (2026).

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Summary

Pennsylvania employers must provide wage information to new hires and notify employees before any of that information changes.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers must notify employees of the time and place of payment, rate of pay, and amount of any fringe benefits or wage supplements paid to the employee, a third party, or a fund for the benefit of the employee. Employers may provide notice by posting the information conspicuously at the employer’s place of business.

• If a bona fide collective bargaining agreement establishes wages, fringe benefits, or wage supplements, employers can comply with the notice requirement by ensuring copies of that agreement are available to employees. It may be advisable to provide individual notices since they must include specific pay rates unique to each worker. 43 Pa. Stat. § 260.4.

What wage information needs to be provided to current employees?

Employers must notify employees before any of their payment information changes.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location.

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Summary

Rhode Island employers must provide applicants with wage ranges upon request and upon hire, and must provide written notice of a change to employee paydays. Employers may not punish employees for discussing their wages.

What wage information needs to be provided to job applicants?

Employers in Rhode Island must provide the wage range for an open position upon an applicant’s request (including requests from internal applicants). The “wage range” is the range the employer anticipates relying on when setting wages for the position or the range of wages for incumbents in equivalent positions, as applicable. R.I. Gen. Laws § 28-6-22.

What wage information needs to be provided upon hire?

Employers must notify employees of their wage range upon hire.

What wage information needs to be provided to current employees?

Employers must provide the wage range for an employee’s current position upon request and for any new position they move into. R.I. Gen. Laws § 28-6-22. Employers must provide employees with at least 3 paydays’ written notice of any change in their scheduled payday. R.I. Gen. Laws § 28-14-2.

Are there any other wage-related requirements or restrictions for employers?

Rhode Island employers may not take any adverse employment action or otherwise retaliate against any employee because the employee inquired about, discussed, or disclosed their wages or those of another employee. Nor may employers require any employee to waive their right to discuss wages or prohibit any employee from aiding or encouraging other employees from exercising their rights to share wage information. R.I. Gen. Laws § 28-6-18. Employers who violate these requirements could face fines up to $5,000 per violation.

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Summary

Employers must provide employees with their wage information upon hire and provide notice of any changes to that information.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers in South Carolina must notify employees, in writing, of their normal hours, wages, time and place of payment, and deductions made from the wages, including payments to insurance programs. S.C. Code Ann. § 41-10-30. South Carolina provides a template notice form. Employers can satisfy this requirement by posting the information at or near the employee’s place of work in a place they can see it.

What wage information needs to be provided to current employees?

Employers must provide employees at least 7 days’ notice of any changes to their wage information, except for wage increases.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location.

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Summary

Employers in Tennessee must notify new employees of their wages before they begin work and must provide notice of any changes to pay rates before the change takes effect.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

Employers must notify workers of their wages to be paid for labor before work begins if they work in manufacturing, mills, mechanical, electrical, mercantile, art, and laundering establishments, printing, telegraph, and telephone offices, department stores, or any kind of establishment where labor is employed or machinery is used. Railroad companies in interstate commerce, domestic service, and farm labor are exempt. Tenn. Code Ann. § 50-2-101.

What wage information needs to be provided to current employees?

Workshop and factory employees must be given notice of any change to their pay rate before the change takes effect. Tenn. Code Ann. § 50-2-101.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location.

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Texas employers must notify their employees of the Earned Income Tax Credit no later than March 1st of each year and can use IRS Notice 797 to provide that notice.

• This can be provided to employees (1) in person, (2) at the employee’s last known email address, (3) through a flier included with a pay stub, or (4) by first-class mail to the employee’s last known address.

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Summary

Employers must provide employees with their wage information upon hire and notify them of any change to that information.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers in Utah must notify employees of their rate of pay and the day and place of payment. Utah Statute § 34-28-4.

What wage information needs to be provided to current employees?

Employers must notify employees of any change to the rate of pay and the day and place of payment prior to the time of the change. Employers may provide this notice by posting this information conspicuously at or near the place of work where it can be seen by each employee as the employee comes or goes to the employee’s place of work. Utah Statute § 34-28-4.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location.

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Summary

Employers may not prohibit employees from discussing their wages, and employers with 5 or more employees must include wage ranges on job postings.

What wage information needs to be provided to job applicants?

Beginning July 1, 2025, employers with 5 or more employees total (1 of which must be in Vermont) who advertise a job posting must include the actual wage or good faith minimum and maximum wage range they expect to pay. This requirement applies to all positions that will be located in Vermont or that will be remotely performed predominantly for an office or work location that is physically located in Vermont. H. 704. An advertisement for a job opening that is paid on a commission basis is not required to include a wage range but must disclose the fact that it is a commission-based position. An advertisement for a job opening that is paid on a tipped basis must disclose that fact as well as the base wage or wage range. 21 V.S.A. § 495o.

What wage information needs to be provided upon hire?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided to current employees?

We are unaware of any requirements for private employers in this location.

Are there any other wage-related requirements or restrictions for employers?

Vermont employers may not require, as a condition of employment, that an employee refrain from discussing or disclosing their wage information or that of other employees. Nor may employers discriminate, discharge, or otherwise retaliate against any employee for inquiring about, discussing, or disclosing their wages or that of other employees. 21 V.S.A. § 495.

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Summary

Employers may not prohibit employees from discussing their wages, and employers with 15 or more employees must include wage ranges in job postings.

What wage information needs to be provided to job applicants?

Washington employers with 15 or more employees, at least 1 of which is in Washington, must affirmatively disclose in all job postings the wage range, benefits, and other compensation offered with the position, regardless of applicant request. If the employer is only offering a fixed wage amount for the opening, it must disclose the fixed wage amount rather than a scale or range. Employees offered an internal transfer or promotion must be provided the wage range for the new position upon request. Wash. Rev. Code § 49.58.110.

What wage information needs to be provided upon hire?

We are unaware of any state-wide requirements for private employers in this location.

What wage information needs to be provided to current employees?

We are unaware of any state-wide requirements for private employers in this location.

Are there any other wage-related requirements or restrictions for employers?

No Washington employers may require, as a condition of employment, that employees refrain from discussing or disclosing their wages. Employers are also prohibited from taking adverse action against employees or otherwise retaliating against them for inquiring about, discussing, or disclosing their wages or the wages of other employees. Wash. Rev. Code § 49.58.040. Employers who violate these requirements may be ordered to pay damages to employees, plus interest, and fines up to $1,000 (or 10% of damages if greater) per violation.

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Summary

Employers in West Virginia must provide employees with their wage information upon hire and notify them in advance of any changes to that information.

What wage information needs to be provided to job applicants?

We are unaware of any requirements for private employers in this location.

What wage information needs to be provided upon hire?

At the time of hire, employers in West Virginia must notify employees in writing of the rate of pay, and of the day, hour, and place of payment. W. Va. Code § 21-5-9.

What wage information needs to be provided to current employees?

Employers in West Virginia must notify employees, at least 1 pay period in advance, of any changes in the rate of pay or the day, hour, or place of payment in writing or through a posted notice maintained in a place accessible to employees. W. Va. Code § 21-5-9.

Are there any other wage-related requirements or restrictions for employers?

We are unaware of any requirements for private employers in this location.

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