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Pay transparency compliance for US employers

One remote job posting. Several state laws.

14 states, DC and New York City now require pay in job postings. We tell you which of those laws apply to your company — using your real headcount, offices and remote hiring — and what each posting is missing.

See a sample report
Every result cites its source and is reviewed before it reaches you. Not legal advice.
Job posting
Senior Data Engineer
Remote · United States
Pay range$140,000 – $180,000
  • COColoradoBenefits not describedGap found
  • WAWashingtonNo staff there yetNeeds review
  • CACaliforniaPay range shownNo issues found
  • TXTexasNo posting lawNo law yet
Example · results depend on your headcount and where your staff work
14 + DC
states with pay-in-posting laws in force, plus New York City
1 in 4
covered postings still leave out pay — Federal Reserve Bank of New York, Oct 2025
3 new
posting laws in 2026: Virginia (Jul 1), Maine (Jul 29), Connecticut (Oct 1)
Up to $250K
for wilful violations in New York City (Admin. Code §8-126); from a first warning (Massachusetts) elsewhere
How it works

From your company facts to a clear answer.

1
Tell us about your company
Headcount by state, offices and where remote hires can live. You confirm the facts before we use them.
2
We check each posting
Against every law that applies to you, on the posting’s date: pay range, benefits, close date and the rest.
3
You get a reviewed report
What to fix in which posting, the source for every result, and a dated record of what we checked.
How WageNexus works, end to end →
A real check

One remote posting. The facts behind every answer.

A free scanner sees “Remote, US” and lists every state that might apply. We also know the company — so the answer is different for every employer.

Sample check, Oct 14, 2026. The posting is a real public listing from a software company’s careers board (“Staff Enterprise Architect — Remote, US”; pay range $168,000–$285,600 USD and a benefits summary). The employer profile is illustrative: 45 employees — California 30, Washington 12, Texas 3.
Applies now — no issues found
California, Washington. You have staff there, you are above their 15-employee tests, and the role can be filled there. Illinois, New York. No staff there, but their law or agency guidance covers remote postings that can be filled there, so we treat them as applying now. Virginia. Its law doesn’t say whether it covers remote roles — but this posting meets its requirements either way. The posting shows a pay range and benefits.
Applies once you hire there
Colorado, Connecticut, Maryland, Vermont, DC, New York City, Maine. No staff there today. If a remote hire lives there, these rules apply. Colorado also looks for an application close date (or “applications accepted on an ongoing basis”) and how to apply. Maine’s law doesn’t say whether its 10 employees must be in Maine, but this posting meets Maine’s rule either way, so no change is needed there.
Needs review
New Jersey: it counts all your employees over 20 calendar weeks, so we ask one question. Where a law doesn’t settle a point and the posting would not meet it, we say so rather than guess. Where the posting meets the law either way, the open point doesn’t change the answer.
Does not apply — and why
Massachusetts, Minnesota: no staff there. Hawaii: fewer than 50 employees. Nevada, Rhode Island: no posting duty. Delaware: starts Sep 26, 2027.
Every result carries its citation and the date of the law text. A different company — with a New Jersey office, or 60 employees — gets a different answer from the same posting. General information, not legal advice.
See a sample report (PDF) →A fictional company, generated by our engine in the same format clients receive. Ask us for a full sample.
Coverage

Where posting laws apply today.

Checked against official sources every month. Tap or hover a state to see its status. Gold: posting law in force. Green: new in 2026. Blue: pay information on request only. Dashed: enacted, not yet in force. New York City has its own law on top of New York State’s.

Status as of October 2026
■ 12 In force ■ 3 New 2026 ■ 2 On request ■ 1 Coming 2027 ■ 33 No law yet ● 1 City law ○ 2 Cities under review
WA OR CA ID NV AZ MT WY UT CO NM ND SD NE KS TX OK MN IA MO AR LA WI IL IN MS MI OH KY TN AL GA FL WV VA NC SC PA MD DE NJ NY VT NH ME MA CT RI HI AK AK & HI — not to scale New York City Cleveland Columbus DC
Posting law in force
New in 2026
On request only
Enacted, not yet in force
No posting law yet
City law (New York City)
City ordinance under review (Cleveland, Columbus)
Tap or hover a state for its law. Three posting laws took effect in 2026; we check the official sources every month for the next one. Whether a law reaches your remote postings depends on your headcount and where the role can be filled — that’s what we check. General information, not legal advice.
Every law we track — with the official text
WhereStatusWho is coveredA posting must includeOfficial text

Built from the WageNexus law registry. “Retrieved” is the date we took the official text. City ordinances under review are not yet part of our checks.

Ways to work with us

Start with one review. Add monitoring if you need it.

One-time
Compliance review
from $495
Which laws apply to you, and a check of up to 10 current postings. No subscription.
Per posting
Posting check
$95
Send one posting before you publish it. Each applicable state’s result, with its source.
Monthly
Monitoring & briefs
from $149 / month
Law changes that affect you, posting checks and a monthly brief. Cancel any time.
Compare plans →
Built on the source

Every answer shows its working.

A fixed, logged check
We check the official statute, agency and rules pages for every law we track every month, and log each check.
Sources on every result
Each result names the law and version it relies on, with the source and the date we retrieved it.
Honest about open points
Where a point is unsettled and your posting would not meet it, we say “needs review” and why. If it meets the law either way, we say so.
Gaps, not certificates
We show what is missing and how to fix it. We never label a posting “compliant” — only a court or regulator can decide that.

Not sure where you stand?

Tell us about your company. We will tell you which pay transparency laws apply to you, and whether WageNexus is the right fit.

See a sample report