As of 2026, 18 states plus Washington, D.C. have enacted pay transparency laws that require employers to disclose salary ranges to job applicants, current employees, or both. California, Colorado, and New York have the strictest requirements: salary ranges must appear in every job posting, and the range must be a “good faith estimate” of what the employer actually plans to pay. Employers who post ranges like “$40,000 to $180,000” are increasingly in violation of state guidance on what constitutes a meaningful disclosure.
This is a structural change in how compensation information flows in the labor market. Workers who understand how these laws work can use them as concrete leverage — whether they’re applying for a new role or asking for a raise at their current employer.
When a job posting lists a range — say, $75,000 to $100,000 — the midpoint is not the expected offer. The range reflects what the employer is willing to pay across all candidates, from the minimum-qualified to the ideal fit. If you have the qualifications for the role, targeting the upper half of the range is appropriate. If you’re applying and the initial offer comes in at the low end, referencing the posted range directly in the negotiation is legitimate and expected.
The specific language matters. “I saw the posted range goes up to $100,000, and based on my background in X and Y, I was expecting a number in the upper half of that range” is a more effective counter than a vague “I was hoping for more.” The posted range is public information the employer put there. You’re not asking for something outside what they’ve already committed to paying.
For remote roles: if the job is remote-eligible and could be performed in a state with pay transparency laws, the employer may be required to disclose the range regardless of where you’re located. California-based employers with remote postings that could be performed in California must post salary ranges. If you’re applying for a remote role and no range is listed, you can ask directly — and in many cases, the employer is legally required to provide it.
Pay transparency laws in several states — including Colorado and New York — require employers to disclose salary ranges for internal positions upon request. If your employer posts a range for your role, or for a role you’re interested in moving into, you can use that range as a concrete benchmark in a raise conversation. “I see the listed range for this role goes up to $95,000, and I’m currently at $82,000” is a different conversation than asking for a raise without data.
Even in states without transparency requirements, the proliferation of pay data on LinkedIn Salary, Levels.fyi, Glassdoor, and Payscale has made compensation information widely available. Employers know their employees are looking at this data. Using it in a raise conversation is standard practice, not confrontational.
The most effective raise request combines three elements: market data showing what the role pays in your geography, documented evidence of your specific contributions, and a specific number. “Based on market data for this role in our city and the projects I’ve led this year, I’d like to discuss bringing my compensation to $90,000” is a complete ask. “I think I deserve a raise” is not.
Overly broad ranges — like “$50,000 to $150,000” — are increasingly non-compliant with state guidance in California, Colorado, and New York, which require a “good faith estimate.” If the posting range is wide, look for supplemental data from salary tools to determine where your specific qualifications actually sit in the market. Then anchor your ask to that data, not to the middle of an unhelpfully wide range.
In states with pay transparency laws, retaliation against employees for discussing or asking about compensation is explicitly prohibited. Federal law also protects employees’ rights to discuss wages under the National Labor Relations Act, regardless of state law. If your employer discourages pay discussions or penalizes you for negotiating, that is likely a legal violation you can report to your state labor commissioner.
