"Does my state require a salary range in job postings?" has a different answer depending on exactly what you mean by "require" and "in job postings" — this page is the scope this tool actually checks, and the parts it deliberately leaves for you to verify.
Fourteen states and DC currently require the job posting or advertisement itself to state a good-faith pay range: Colorado, California, Washington, New York, Hawaii, Illinois, Maryland, Minnesota, New Jersey, Vermont, the District of Columbia, Massachusetts, Virginia, and Maine. Each has its own effective date and, in most cases, an employer-size threshold below which the law does not apply — both shown in the table on the checker page.
The scan looks for two dollar amounts close together in your pasted text, joined by a dash, en dash, or the word "to" or "through" — the shape of "$60,000 - $80,000" or "$28.50 to $34.00 per hour." That is a literal pattern match, not an understanding of the sentence. It cannot tell a good-faith range from two unrelated figures that happen to land near each other, and it has no idea whether the number it found is a base wage, a bonus target, or a total-comp estimate. Read the sentence yourself before trusting the classification for anything that matters.
Three ways, in order of how often they matter: (1) the scan misreads adjacent-but-unrelated figures as a range, or reads a genuine range as unrelated figures, because it has no understanding of sentence structure; (2) a threshold or effective date drifts after this table was last checked — state legislatures amend these rules most heavily at the start of each year; (3) a jurisdiction adds or repeals a posting-range requirement entirely and this table has not yet been updated to reflect it. None of these is caught automatically — verify against your state's labor agency or current counsel before relying on a specific posting decision.
Connecticut, Nevada, Rhode Island, and a few others were early movers that required disclosure at a different point — when a candidate asks, before the first interview, or after an offer is made — rather than baking it into the ad itself. Those laws answer a related but different question than "does this posting have a range," so this tool's posting-text scan deliberately does not check them: reporting "not required" for a rule that fires later in the process would be a false negative on the actual question those states ask.
No. Several cities and counties — Cincinnati, Toledo, Columbus, and Jersey City among them — run their own posting ordinances independent of their state's law, sometimes with a different threshold or scope. A posting can clear every state-level check this tool runs and still need a separate local check this tool does not do.
Cross-checked against multiple current employment-law-firm and HR-vendor summaries at build time (September 2026), not against a single source or a pinpoint statute citation. Entries marked with a lower-confidence threshold say so explicitly rather than asserting a number this build is not sure of.
Two dollar amounts close together in the text, joined by a dash, en dash, or the word "to" or "through." It has no idea whether that number is a good-faith range as the statute defines it, a base wage versus a signing bonus, or whether the role is exempt from the law entirely — it is a literal pattern match on the wording, nothing more.