Virginia Requires Pay Ranges in All Job Postings

Job seekers in Virginia just got a major advantage in salary negotiations. Since July 1, every job posting in the state must include what the position actually pays.

The new law requires employers to list salary ranges for all openings, promotions, and transfers. Governor Abigail Spanberger championed the legislation, which puts Virginia alongside a growing number of states making pay transparency the norm.

But here's the part that might matter even more: employers can no longer ask what you currently make. That question has trapped workers for years, especially women and minorities who historically faced pay discrimination.

"If I apply for a job with a certain salary range, and my salary history is $40,000, it is not legal anymore to ask what I made," Spanberger explained. Instead of defending what a previous employer paid you, you can negotiate based on the posted range.

The law does leave one gray area. Employers could post wide ranges like $35,000 to $95,000 and technically comply. Spanberger acknowledges this isn't ideal, but she sees an upside.

"You can walk in and say, 'OK, the top end of the range is $95,000, I'm asking for $95,000,'" she said. The upper limit gives workers real leverage.

Many large companies already followed this practice because they operate in states with similar laws. For Virginia businesses, updating job postings hasn't been difficult, according to Julie Schweber from the Virginia SHRM State Council.

The Ripple Effect

The changes go beyond new hires. Because the law covers internal postings too, current employees will see what their company pays for similar roles. This transparency might spark uncomfortable conversations, but those discussions could help close long-standing pay gaps.

Workers who notice discrepancies can now ask questions their employers will need to answer. Companies are preparing to explain how they determine pay ranges and why similar positions might offer different salaries.

For now, the state is focusing on education rather than punishment. The administration plans to work with business groups and chambers of commerce to help employers understand the requirements, especially small businesses posting jobs only occasionally.

Violations carry penalties from $1,000 for first offenses up to $5,000 for repeat violations. Workers also have the right to sue within a year if they believe an employer broke the law.

The shift represents a fundamental change in the power dynamic between employers and workers, one job posting at a time.