Five more states are requiring employers to disclose pay information to job seekers in 2025, a continuing trend that’s making an impact across the country.^.1,2

At least 14 states have laws requiring employers to disclose pay ranges for open positions — either in their job postings or during the hiring process. Laws in New Jersey, Illinois, Massachusetts, Minnesota, and Vermont take effect in 2025.³ 

Pay transparency, in the context of state laws, refers to requirements for employers to disclose salary or wage-related information to job candidates, usually pay ranges. In some cases, the laws also apply to existing employees and internal job postings.⁴

At least six cities and one county have similar laws, including Jersey City, N.J.; Ithaca, N.Y.; Westchester County, N.Y, and New York City.⁵ Cleveland recently joined Toledo and Cincinnati among Ohio cities with mandates.⁶

Proponents say the aim is to make pay practices more visible, consistent, and equitable. Greater visibility into potential pay is seen as a tool to reduce wage gaps, especially among women and people of color.⁷

The level of disclosure depends on the law, with some jurisdictions requiring proactive disclosures by employers, while others mandate that pay information be furnished when requested.⁸

Other states that have laws include California, Colorado, Connecticut, Hawaii, Maryland, Nevada, New York, Rhode Island, Washington — as well as the District of Columbia.⁹

Read more: Where the job market is heading in 2025: 7 trends to anticipate

Pay transparency’s domino effect 

Although jurisdiction is limited, the laws are having an impact in other parts of the country, especially among companies that hire a lot of remote workers or that operate in several states.¹⁰

States with pay transparency laws usually require that employers include pay ranges in postings for out-of-state remote jobs. It also works in the other direction; companies in states without pay mandates usually have to include salary information if they’re attracting remote candidates who live in states with the laws.¹¹

Some employers simply find it easier to apply uniform pay transparency practices. Such an approach provides consistency to all job candidates or workers, regardless of geographic location. It also might ease compliance challenges in meeting so many different state standards.¹² 

Employers not impacted in any way by transparency laws also might have reasons for including pay information in listings, especially in tight labor markets or for hard-to-fill positions.¹³ A 2023 study by Indeed found that job ads with clear salary ranges received 30% more applications and attracted higher-quality candidates.¹⁴

Read more: Accountants are in demand, well beyond tax season

Tool for learning pay potential 

For job candidates and workers, the broad impact of pay transparency laws offers some clear benefits, such as helping people screen out roles early that might not meet their financial needs.¹⁵

A 2025 survey by job search platform Monster found that 44% of graduates would withdraw from the interview process if salary information wasn’t disclosed at that point.¹⁶ It’s part of a growing trend among younger workers wanting to talk about pay and other workplace priorities like flexibility and well-defined pathways to career growth.¹⁷

According to Empower research, 67% of employees tie earning more money to job satisfaction.

But even law proponents say pay transparency is more of a tool than a panacea.¹⁸ Pay ranges included in listings can be broad to account for an equally broad range of candidates with different levels of experience and skills. Broad salary ranges also might help employers protect themselves from a compliance standpoint.¹⁹ 

Salary ranges shared up front allow candidates to do more research and perhaps enter interviews and entertain job offers with more confidence and realistic expectations.²⁰ It can be a valuable tool in the pursuit of workplace happiness.

Read more: Average salary by state