Here’s the deal. As of late 2025, more states are forcing companies to put a salary range in their job posts. This changes how you should apply for jobs, so you need to know what’s new.

What’s New

Three states just joined the list. New Jersey’s law started in June 2025. Vermont’s started in July 2025. Massachusetts started in October 2025. If you’re applying for a job in one of those states, the post legally has to include a pay range.

Then there’s the Illinois rule, which is a big deal for remote work. Illinois passed a law that took effect in January 2025. It says if the job’s supervisor is in Illinois, the company has to tell you the pay range. This is true even if you live in a state with no such law, like Georgia or Florida. The location of the manager, not the employee, is what matters.

Why This Matters to Your Job Hunt

This matters because it stops you from wasting your time. You no longer have to go through three rounds of interviews only to find out the job pays $45,000 when you need $85,000. You get that information upfront.

It also works as a filter. If you see a job posting in a state that has a pay transparency law and there’s no salary range, that’s a problem. In those states, it’s illegal not to list it. A company that ignores the law right in the job post is telling you something important about how they operate.

How to Use This Information

Your approach should be simple. When you’re looking at jobs, notice where they are based. If it’s in a state with a disclosure law, look for the range. If it’s not there, treat it as a red flag.

For remote jobs, try to figure out where the hiring manager is based. The job description might say something like, “reporting to the VP of Sales in our Chicago office.” If you see that and the manager is in Illinois, they have to give you a range. This gives you leverage even if you live somewhere else.

This isn’t theory. These laws are active now. Knowing them lets you screen out bad opportunities and focus on jobs where the pay is transparent from the start. It makes your job hunt more efficient and puts more control in your hands.

How to Find Your Local Pay Transparency Laws

Pay transparency laws are not uniform. They vary by state and city. To use them to your advantage, you first need to know what they are where you live and where you are applying. Here is how to find that information.

Step 1: Find a State-by-State Map

 Your first step is to get a general overview. Search online for a “pay transparency laws by state map.” Several HR and legal websites maintain these. They will show you at a glance which states have laws requiring pay ranges in job postings. This is a fast way to see if your state is on the list.

Step 2: Go to Your State’s Official Labor Website

Next, go to the official website for your state’s department of labor or workforce agency. This is the most reliable source. Use their search function to look for “pay transparency” or “wage transparency.” The official site will have the exact text of the law and any official guidance. This is better than relying on a third-party summary.

Step 3: Check for City and County Ordinances 

Do not stop at the state level. Many cities have their own pay transparency rules. If your state has no law, your city might. Major cities like New York City have local ordinances that are often stricter than state laws. Search for “[Your City Name] pay transparency law” to check for local rules.

Step 4: Read the Details of the Law

Once you find a relevant law, read what it actually requires. Pay close attention to the specifics. Does the law require a pay range in *every* job posting, or only upon request? Does it apply to all employers, or only those of a certain size? Does it cover remote jobs? The details determine how you can use the law.

Step 5: Confirm the Law is Active

Laws have effective dates. Make sure the law you are reading is currently in force. A law might have been passed in 2023 but not take effect until 2025. Check the date to ensure you are working with current information.

Putting It Into Practice

Let’s say you live in Denver, Colorado. You would find a map showing Colorado has a statewide law. You would then go to the Colorado Department of Labor website to read the specifics. You would learn that Colorado requires a pay range in almost all job postings and that it applies to remote jobs if the employee is based in Colorado. Now you know that any posting for a Denver-based remote job without a range is non-compliant.

Doing this research gives you factual leverage. You can go into your job search knowing exactly what is legally required of employers in your area. It allows you to screen out non-compliant companies and focus your time on opportunities that are transparent from the start.