Note: This checklist is for educational and operational purposes only. It does not constitute legal advice. Laws vary by jurisdiction and change frequently.
The "Must-Have" Checklist
If your job posting touches any major US hub (or is remote), you likely need the following:
A "Reasonable" Salary Range
Not "$1 - $1,000,000". The range must reflect what you actually expect to pay. Most states require a minimum and maximum figure.
Pay Period Specification
Is that $50k per year? Per month? Clear "Annual", "Hourly", or "Monthly" labels are often mandatory.
General Benefits Description
States like Colorado and Washington require a tangible description of benefits (Healthcare, PTO, etc.). "Competitive benefits" is not enough.
Bonuses, Commissions, and Stock
If compensation includes variable pay, you must disclose its existence.
International Exposure (Canada)
Hiring in Ontario? You must disclose "Vacancy Status" and AI usage. Strict Ban: "Canadian experience" requirements are prohibited.
The "Remote Risk" Check
Posting a remote job? Ask yourself these three questions:
- Can a Colorado resident apply? If yes, you need CO-specific disclosures.
- Can a New York resident apply? If yes, you need NY-specific ranges.
- Are you excluding specific states? (e.g., "Remote in US except CO"). This avoids some laws but carries reputational risk.
Sanity Check vs. Compliance Check
This checklist is a great starting point, but it relies on your manual interpretation. Interpretations can be wrong.
Stop guessing.
Use this checklist to sanity-check your posting - or paste it into our checker to see exactly what you missed.
Common Mistakes to Avoid
- Using "Dependent on Experience" instead of a range. (Illegal in most transparency states).
- Burying the salary at the very bottom where candidates (and scrapers) miss it.
- Copy-pasting old templates that don't account for 2024/2025 law updates.
Helpful Resources
-
The 2026 Pay Transparency Playbook
A comprehensive guide to navigating changing salary disclosure laws across North America.
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State-by-State Labor Department Links
Direct resources from regional labor boards regarding enforcement protocols.
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The Hidden Costs of Non-Compliance
Understand the shift towards aggressive audits and pay equity litigation in 2026.