Starting October 29, 2025, employers with 25 or more employees in the state will have new pay transparency obligations, outlined below.

Pay Ranges in Job Ads
Employers will need to include a pay range in all job postings. The law applies to internal and external postings, as well as to postings from third parties recruiting on an employer’s behalf. The pay range provided should be the amount the employer reasonably intends to pay for the position when filled—not the entire potential pay range for the position from entry level through retirement. Generally, the applicable pay range will be the amount budgeted for the position.

Promotions and Transfers
Employees who are offered promotions or transfers to new positions with different job responsibilities also need to be provided with the pay range for the new role.

Current Employees
Current employees will be entitled to know the pay range for their position, or a position they apply for, upon request. As a result, employers should have a plan for providing this information. For those that don’t have a well-established compensation structure, the plan will likely involve directing these requests to Human Resources. Ideally, the ranges provided will be reasonable, documented, and won’t raise any red flags with respect to pay equity.