Not legal advice. A guide to pay range disclosure laws for trade businesses hiring techs, current as of November 2026, compiled from state statutes and pay transparency trackers. Several laws took effect in 2025 and 2026. Check your state labor department’s guidance before posting.
Quick answer
About 15 states, D.C., and several cities now require employers to put a pay range in job postings. For trade shops, the hard part isn’t posting a number. It’s posting an honest one for flat-rate, commission, and spiff-heavy tech pay.
- New in 2026: California’s clarified “pay scale” rules (SB 642, Jan. 1), Virginia (July 1), Maine (July 29, 10+ employees), and Connecticut moving from on-request to in-the-posting (Oct. 1).
- Posting on Indeed or Craigslist counts. Most laws cover postings you make through third parties.
- A good-faith range is what you reasonably expect to pay at hire, not $18 to $80 “depending on experience.”
- Penalties run up to $10,000 per violation in Colorado, California, and Illinois.
On this page
“Competitive pay, DOE” used to be the standard line in a tech job post. In a growing list of states, it’s now a violation. And the techs you’re trying to hire skip posts without a number anyway. Here’s where ranges are required, how to write one for pay that isn’t a simple hourly rate, and the mistakes that get shops fined.
State-by-state table
| State | Effective | Employers covered | What the posting needs | Penalties |
|---|---|---|---|---|
| California | Jan. 1, 2023; clarified Jan. 1, 2026 (SB 642) | 15+ employees | Good-faith pay scale: the salary or hourly range you reasonably expect to pay; current employees can request their own position’s scale | $100–$10,000 per violation |
| Colorado | Jan. 1, 2021 | 1+ employee in Colorado | Pay or range, general description of benefits and other compensation (bonuses, commissions), application deadline | Up to $10,000 per violation |
| Connecticut | On request since 2021; in postings from Oct. 1, 2026 | Check thresholds | Wage range and benefits description in postings | Varies |
| D.C. | June 30, 2024 | 1+ employee | Minimum and maximum pay; health benefits before the first interview | Varies |
| Hawaii | Jan. 1, 2024 | 50+ employees | Hourly rate or salary range | Civil Rights Commission |
| Illinois | Jan. 1, 2025 | 15+ employees | Pay scale and general benefits; promotions announced internally | $500 / $2,500 / $10,000 tiers |
| Maine | July 29, 2026 | 10+ employees | Pay range in every posting; reported exclusion for commission-only roles | Check state guidance |
| Maryland | Oct. 1, 2024 | All employers | Wage range, benefits, and other compensation | Warning, then fines |
| Massachusetts | Oct. 29, 2025 | 25+ employees in MA | Good-faith pay range | Warning, then fines |
| Minnesota | Jan. 1, 2025 | 30+ employees | Starting range and general benefits | Varies |
| New Jersey | June 1, 2025 | 10+ employees | Pay or range, benefits; reasonable effort to tell current employees about promotions | Up to $300 first, $600 after |
| New York | Sept. 17, 2023 | 4+ employees | Good-faith range for jobs, promotions, and transfers; job description if one exists | Up to $1,000 / $2,000 / $3,000 |
| Vermont | July 1, 2025 | 5+ employees | Good-faith range; tip ranges for tipped roles | Varies |
| Virginia | July 1, 2026 | All private employers | Good-faith wage or salary range in internal and external postings | $1,000 first, $5,000 after; 15-business-day cure |
| Washington | Jan. 1, 2023; amended 2025 | 15+ employees | Wage scale or salary range, benefits, and other compensation | Statutory damages per violation; cure window |
Sources: SixFifty pay transparency tracker; Loio 2026 tracker; state statutes as cited there. Checked November 2026. Nevada and Rhode Island require ranges after an interview or on request rather than in postings. Delaware and Oregon have salary history bans but no posting requirement.
What’s new in 2026
- California, January 1: SB 642 defines “pay scale” as a good-faith estimate of the salary or hourly wage range you reasonably expect to pay on hire, and expands pay equity protections.
- Virginia, July 1: good-faith wage or salary ranges in all postings, internal and external, for private employers, with Attorney General penalties of up to $1,000 for a first violation and $5,000 after, a private right of action, and a 15-business-day cure period.
- Maine, July 29: employers with 10 or more employees must include pay ranges in postings.
- Connecticut, October 1: moves from giving ranges on request to including wage ranges and a benefits description in postings.
City laws
| City | Rule |
|---|---|
| New York City | Pay range in postings for work performed at least partly in NYC (Local Law 32) |
| Westchester County, Ithaca, NY | Similar posting requirements |
| Cleveland, OH | Pay range plus salary history ban, 15+ employees, effective Oct. 27, 2025 |
| Philadelphia | Salary history ban |
| Cincinnati, Toledo, OH | Salary history bans, 15+ employees |
Source: Loio 2026 tracker. Not a complete list.
How to post flat-rate and commission tech pay
Most pay transparency laws were written with salaried office jobs in mind. Trade pay is messier: hourly plus spiffs, flat-rate per task, commission on sales, or a base plus percentage. The principle across states is the same: post the pay you reasonably expect to pay a new hire, in the form you actually pay it, plus a description of the other compensation.
| Pay structure | What to post |
|---|---|
| Hourly | Hourly range you expect to pay new hires, like $26–$34/hr, plus overtime eligibility |
| Hourly + spiffs | The hourly range, plus a description of the spiff program |
| Flat rate | The flat-rate pay structure and the range per flat-rate hour, or the expected earnings range you can support with real data, plus a statement that pay is flat rate |
| Base + commission | The base range, plus the commission structure (percentage or schedule) |
| Commission only | A statement that pay is commission-based and the commission rate or range. Some states, like New York and reportedly Maine, treat commission-only roles differently; check guidance |
California’s Labor Commissioner FAQ, for example, says that when pay is piece rate or commission, the posting should disclose the piece rate or commission range.
About “earning potential”: posting “techs earn $90K+” isn’t a pay range. If you include it, add the actual base rate or rate structure, and be able to show it’s realistic: what your techs actually earned, not what your best one did once.
Sample postings
Hourly HVAC service tech (Colorado): “Pay: $28.00–$36.00 per hour, based on experience and certifications. Overtime at 1.5×. Plus spiffs on maintenance agreements and system replacements. Benefits: health, dental, and vision insurance with employer contribution; 401(k) with match; paid time off; paid holidays; company vehicle, fuel card, and phone. Applications accepted through January 31.”
Flat-rate plumbing tech (Illinois): “Pay is flat rate: $30.00–$38.00 per flat-rate hour based on experience and license level, with a guaranteed minimum of $25.00 per clock hour. Overtime paid per state and federal law. Benefits: medical insurance, 401(k), paid sick leave, paid holidays, company vehicle.”
In-home comfort advisor (New York): “Pay: base salary $45,000–$55,000 plus commission of 3–5% on equipment sales. Benefits: health insurance, 401(k), company vehicle.”
Illustrative examples only; the numbers aren’t recommendations. Post what you actually expect to pay in your market.
Rules that catch trade shops
- Third-party postings count. Indeed, ZipRecruiter, Craigslist, Facebook groups, a staffing agency, and the supply house bulletin board are all postings. Most laws make the employer responsible.
- Ranges that are too wide. “$18–$60/hr” isn’t a good-faith range for one position. These laws require a good-faith range, meaning what you actually expect to pay, and a range that wide invites a complaint.
- Posting for multiple levels in one ad. If you’re hiring Level 1 through Level 3 techs, either post separate ranges per level or a range that genuinely covers them, with levels explained.
- Remote and multi-state postings. Several laws apply to jobs that could be performed in the state or report to someone there. A post for “HVAC tech, Kansas City metro” is covered by whichever states the job sits in.
- Internal promotions. New York, New Jersey, Illinois, Virginia, and others cover promotions and transfers, so “Lead Tech” and “Service Manager” postings need ranges too.
- Salary history. Many of the same states, and others like Delaware and Oregon, bar asking what a tech made at their last shop.
- Hiring outside the range. You can pay more for a great candidate if circumstances change, but if every hire lands above the range, the range wasn’t in good faith.
- Exempt status. If you post a salaried role as exempt, make sure the salary clears the threshold. See exempt salary thresholds for 2027.
Why posting pay helps you hire
Even where it’s not required, posting pay helps trade shops. Experienced techs comparing offers skip posts without a number. Job boards increasingly surface or estimate pay, and an estimate you didn’t write may be wrong. And a clear structure (base, flat-rate or commission rules, spiffs, benefits, vehicle) tells a tech you’re organized.
The benefits description is where shops undersell themselves. A company vehicle, fuel card, phone, tools, paid training, certifications, and on-call pay are real money. List them.
Checklist
A believable range starts with knowing what your techs actually make. VortechPro tracks revenue and commission splits by tech on every job and exports to CSV, so you can build ranges from real data. $99/mo for 5 techs, +$20 each.
Pay Transparency Rules in All 50 States (+ DC)
Every state and D.C.: whether ranges must go in the posting, who’s covered, and what else applies, including city laws.
Jump to your state
Alabama No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Alaska No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Arizona No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Arkansas No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
California Ranges Required
Effective: January 1, 2023; clarified January 1, 2026 by SB 642. Covers: employers with 15 or more employees.
Postings need: a good-faith pay scale: the salary or hourly range you reasonably expect to pay; for piece rate or commission, the rate or range.
Penalties: $100 to $10,000 per violation.
Current employees can request their own position’s pay scale.
Colorado Ranges Required
Effective: January 1, 2021. Covers: employers with at least one employee in Colorado.
Postings need: pay or a range, a general description of benefits and other compensation such as bonuses and commissions, and the application deadline.
Penalties: up to $10,000 per violation.
Connecticut Ranges Required
Effective: in postings from October 1, 2026 (on request since 2021). Covers: check the statute for thresholds.
Postings need: wage range and a benefits description.
Delaware Salary History Ban
No posting requirement. Delaware bars asking applicants about their salary history.
District of Columbia Ranges Required
Effective: June 30, 2024. Covers: employers with one or more employees.
Postings need: minimum and maximum pay; health benefits must be disclosed before the first interview.
Florida No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Georgia No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Hawaii Ranges Required
Effective: January 1, 2024. Covers: employers with 50 or more employees.
Postings need: the hourly rate or salary range.
Penalties: enforced by the Civil Rights Commission.
Idaho No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Illinois Ranges Required
Effective: January 1, 2025. Covers: employers with 15 or more employees.
Postings need: pay scale and a general description of benefits; promotions announced to current employees.
Penalties: tiers of $500, $2,500, and $10,000.
Indiana No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Iowa No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Kansas No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Kentucky No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Louisiana No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Maine Ranges Required
Effective: July 29, 2026. Covers: employers with 10 or more employees.
Postings need: a pay range in every posting; commission-only roles are reportedly treated differently.
Maryland Ranges Required
Effective: October 1, 2024. Covers: all employers.
Postings need: wage range, benefits, and other compensation.
Penalties: warning, then fines.
Massachusetts Ranges Required
Effective: October 29, 2025. Covers: employers with 25 or more employees in Massachusetts.
Postings need: a good-faith pay range.
Penalties: warning, then fines.
Michigan No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Minnesota Ranges Required
Effective: January 1, 2025. Covers: employers with 30 or more employees.
Postings need: the starting range and a general benefits description.
Mississippi No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Missouri No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Montana No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Nebraska No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Nevada Range After Interview
No posting requirement, but employers must give an applicant the wage or salary range after an initial interview (Nev. Rev. Stat. 613.133).
New Hampshire No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
New Jersey Ranges Required
Effective: June 1, 2025. Covers: employers with 10 or more employees.
Postings need: pay or a range and benefits; reasonable efforts to tell current employees about promotions.
Penalties: up to $300 for a first violation and $600 after.
New Mexico No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
New York Ranges Required
Effective: September 17, 2023. Covers: employers with 4 or more employees.
Postings need: a good-faith range for jobs, promotions, and transfers, and the job description if one exists.
Penalties: up to $1,000, $2,000, and $3,000.
New York City, Westchester County, and Ithaca have their own posting laws.
North Carolina No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
North Dakota No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Ohio City Laws
No state law. Cleveland requires pay ranges in postings plus a salary history ban for employers with 15 or more employees, effective October 27, 2025. Cincinnati and Toledo ban salary history questions (15 or more employees).
Oklahoma No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Oregon Salary History Ban
No posting requirement. Oregon bars asking applicants about their salary history.
Pennsylvania City Laws
No state law. Philadelphia bans salary history questions; Pittsburgh and Allegheny County restrict them.
Rhode Island Range On Request
No posting requirement, but employers must give the range on request, before discussing pay, and at hire (R.I. Gen. Laws 28-6-22).
South Carolina No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
South Dakota No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Tennessee No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Texas No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Utah No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Vermont Ranges Required
Effective: July 1, 2025. Covers: employers with 5 or more employees.
Postings need: a good-faith range; tip ranges for tipped roles.
Virginia Ranges Required
Effective: July 1, 2026. Covers: all private employers.
Postings need: a good-faith wage or salary range in internal and external postings.
Penalties: $1,000 for a first violation and $5,000 after, with a 15-business-day cure period and a private right of action.
Washington Ranges Required
Effective: January 1, 2023; amended 2025. Covers: employers with 15 or more employees.
Postings need: wage scale or salary range, benefits, and other compensation.
Penalties: statutory damages per violation, with a cure window.
West Virginia No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Wisconsin No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Wyoming No State Law
No state law requiring pay ranges in job postings as of November 2026. Posting pay anyway helps you hire: experienced techs skip posts without a number.
Sources: SixFifty and Loio pay transparency trackers, citing state statutes. Checked November 2026. Thresholds and guidance change; check your state labor department.
Post ranges you can back up
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