Quick Answer: Effective July 1, 2025, Vermont Act 155 requires employers with 5+ employees to include a good-faith salary range (minimum and maximum) in all job advertisements.
What is Required?
Act 155 (H.704) mandates that job advertisements must include the range of compensation the employer expects to pay. This applies to:
- New Job Openings: External and internal postings.
- Transfers & Promotions: Opportunities advertised to current employees.
The "Good Faith" Standard
The range must be based on a "good faith estimate" at the time of posting. This minimizes the risk of bait-and-switch tactics where the listed range bears no resemblance to the actual offer.
Who Must Comply?
- Employers with 5 or more employees (total, not just in VT).
- Remote roles that could be performed by a Vermont resident.
Exceptions
The law does not strictly require:
- Benefits Disclosure: Unlike Colorado or Washington, Vermont focuses on the base wage/salary range. However, listing benefits is still a best practice.
- General "Help Wanted" signs: Simple signs that do not list specific job duties or titles may be exempt, but detailed flyers are not.
Tipped & Commission Positions
Tipped Employees: Advertisements must state that the position is tipped and list the base wage (or range of base wages).
Commission-Based: Advertisements must disclose that the rolw is commission-based. A specific numeric range is not strictly required if earnings are entirely commission-driven, but transparency is encouraged.
Check Your Vermont Postings
Ensure your job descriptions meet Act 155 standards.
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.