Quick Answer: Yes - if your remote role is open to residents of states with transparency laws (CA, CO, NY, WA, IL, etc.), you likely must include salary ranges. The key question isn't where YOU are - it's where candidates COULD be.
The Remote Work Problem
Salary transparency laws apply based on where the work could be performed, not where your company HQ is located.
This creates a common trap: You post "Remote - US" without realizing that 16+ states require salary disclosure. If you're willing to hire from those states, you must comply.
Which States Trigger Remote Compliance?
| State | Threshold | Benefits Required? |
|---|---|---|
| California | 15+ employees | No |
| Colorado | 1+ employees | Yes |
| New York | 4+ employees | No |
| Washington | 15+ employees | Yes |
| Illinois | 15+ employees | Yes |
| Massachusetts | 25+ employees | No |
Software Engineer - Remote
(US)
Competitive salary. Great benefits!
❌ No salary = violations in 16+ states
Software Engineer - Remote
(US)
$120,000 - $150,000/year
Benefits: Medical, 401(k), 4 weeks PTO
✓ Covers all state requirements
Posting Remote Jobs? Check Against ALL States
Our tool validates against all 11 jurisdictions at once.
Check My Remote Posting →Your Options for Remote Postings
- Comply with ALL states - Include salary + benefits (safest)
- Exclude specific states - "Remote - US except CO" (legal but harmful to employer brand)
- Use our Multi-jurisdiction disclosure format - Designed to surface disclosure gaps across states, not certify compliance.
Who This Applies To
Yes - strictest state applies
Yes if remote is optional
Check employee threshold
Most heavily impacted
Use the Universal Template
Compliant across ALL 11 jurisdictions at once. No guessing.
Get Universal TemplateHelpful Resources
-
The 2026 Pay Transparency Playbook
A comprehensive guide to navigating changing salary disclosure laws across North America.
-
State-by-State Labor Department Links
Direct resources from regional labor boards regarding enforcement protocols.
-
The Hidden Costs of Non-Compliance
Understand the shift towards aggressive audits and pay equity litigation in 2026.