Why Do Some Job Listings Have to Show a Salary Range Now?
Scrolling through job postings, it’s easy to notice that some now list a specific pay range while others from the same industry don’t mention money at all. That difference usually isn’t random; it often comes down to where the job is located.
At a glance
A growing number of states and cities have passed pay transparency laws that require employers to include a salary range in job postings, sometimes tied to where the job is performed, where the employer is based, or where the posting is viewed. Requirements vary in scope, so a listing might show a range because of local law rather than the employer’s own policy.
Why these laws exist
The general goal behind pay transparency laws is to reduce pay gaps that can form when compensation is negotiated privately and inconsistently. Supporters of these laws argue that when candidates can see a range upfront, it becomes easier to compare offers across employers and harder for similar roles to be compensated very differently based on who was willing to negotiate harder or who simply didn’t know what to ask for.
How the requirements typically work
Pay transparency laws differ from place to place, but a few common patterns show up:
- Coverage based on location. Many laws apply based on where the job is physically performed, though some apply if the employer has any presence or remote workers in that jurisdiction, which is why remote postings sometimes include a range even when the company is headquartered elsewhere.
- Minimum employee thresholds. Some laws only apply to employers above a certain size, so smaller employers may not be covered by the same requirement.
- What counts as a “range.” Most laws require a good-faith minimum and maximum, not a single guaranteed number, and the range is generally expected to reflect what the employer would actually be willing to pay.
- Additional disclosures. Some jurisdictions also require information about benefits, bonus structures, or job descriptions alongside the pay range.
What a range does and doesn’t guarantee
A posted salary range generally reflects what an employer expects to pay for that role, but it typically isn’t a binding promise about what any individual candidate will be offered. Placement within the range often depends on factors like experience, qualifications, and how negotiations unfold, similar to how an income level factors into other financial decisions down the line. It’s also worth understanding that the range applies to the base posting requirement, not necessarily to every element of total compensation, such as commissions or long-term incentives, which may be disclosed differently or not required at all under a given law.
How job seekers commonly use this information
Because coverage isn’t universal, checking whether a posting is missing a range can be a useful signal in itself: it might mean the employer isn’t covered by a transparency law, or it might mean the posting isn’t fully compliant with one that does apply. Ranges can also be useful for comparing similar roles across companies or regions, though people generally weigh it alongside other factors like total compensation, potential employee stock purchase plans, and how a given salary affects overall paycheck withholding once taxes and benefits are factored in.
What to weigh
Whether a job listing shows a salary range often comes down to state or local law rather than a company’s own transparency preference, and the specific rules about who is covered and what must be disclosed vary widely. Reading the range as a general expectation rather than a fixed offer, and checking the applicable local rules when something seems missing, tends to be the more useful approach.