Compliance Stuff

Joining approximately twenty-five other state or local jurisdictions, two states—Maine and Virginia—have enacted new pay transparency requirements slated to take effect in July 2026. Virginia’s House Bill (HB) 636 / Senate Bill (SB) 215 takes effect on July 1, 2026, and Maine’s Legislative Document (LD) 54 becomes effective on July 29, 2026. 00:00 10:50 Though neither Virginia nor Maine requires the disclosure of benefits information, both states’ laws require employers to disclose compensation information in job postings . Further, they continue the trend of the laws varying in nuanced and significant ways. For example, Maine imposes a ten-employee coverage threshold for purposes of its job posting requirements, and also incorporates recordkeeping and employee-request obligations; Virginia combines its p osting requirements with a salary history ban, anti-retaliation protections, and, importantly, a dual-enforcement scheme that includes a private right of action but limits civil p...

Maine businesses will soon have to disclose pay ranges and maintain employee compensation records under the state’s recently enacted pay transparency law. Maine joins a growing number of jurisdictions requiring companies to be more transparent about their pay practices. Here’s everything businesses with Maine employees should know about the new law before it goes into effect on July 29 . Who is Covered? Maine’s new pay transparency law,  LD 54 , impacts employers differently depending on the number of employees you have. However, it doesn’t specify if the employer size includes only Maine employees or all employees of a company, an issue that will likely add to the compliance confusion. Employers with 10 or more employees need to: include a pay range in all job postings unless the position is solely commission-based, then the posting must disclose that; and ensure this information i s included in electronic or print job postings , whether made directly by the employer or through ...