For HR & Compensation Teams
2026 Pay Transparency & Compliance Cheat Sheet
16 states + D.C. require salary range disclosure in job postings as of 2026. Use the tool below to see exactly which laws apply to your company, then work the checklist.
What applies to your company?
Pick the states where you hire and enter your headcount. The table below highlights the laws triggered for you.
Select every state you employ or recruit in. Leave empty to view all jurisdictions.
Thresholds vary by state (1+, 4+, 15+, 25+, 50+).
Apply the strictest state's rules
State-by-state requirements
Keep the source links; they go straight to each statute or bill.
| State | Threshold | What's required | Source |
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No jurisdictions match your selection. Clear the filter to see all 17.
| State | Threshold | What's required | Source |
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Key penalties at a glance
| State | Penalty range | Notes | Source |
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What still applies nationwide
| Law / requirement | What it means | Source |
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Compliance checklist for HR teams
Tick items as you complete them. Your progress is saved on this device.
A salary range is only as defensible as the job description underneath it.
Most state pay transparency laws require employers to post a range they "genuinely expect to pay." That expectation has to come from somewhere, and it should come from accurate, up-to-date job descriptions tied to market data. Without clean job architecture, salary ranges become guesswork and are difficult to defend to auditors or candidates.
Mosh JD helps HR and compensation teams maintain accurate job descriptions at scale, the foundation for every defensible salary range.
See how it works →
Updated June 2026. Not legal advice, confirm requirements with employment counsel.