Salary ranges in remote postings for Maine and Virginia

Are employers now required to include salary ranges in remote job postings for workers in Maine or Virginia

Yes. If the remote role is covered by Maine law or Virginia law, the posting must include a pay range. The mistake people make is treating remote work as outside the state. These laws follow the job relationship and the posting, not just the office address.

In Maine, the pay-transparency rule applies to an employer with 10 or more employees. The required posting must list the prospective range of pay the employer will offer to a successful applicant, unless the job is paid solely on commission. Maine’s statute defines a “posting” broadly enough to include recruiting done directly or through a third party.

Virginia’s rule is broader in what it covers and clearer in what it requires. The updated Virginia Code says an employer must disclose the wage or salary range in each public and internal posting for each job, promotion, transfer, or other employment opportunity. Virginia’s Department of Labor and Industry says that, beginning July 1, 2026, all job postings and hiring advertisements in Virginia must include a wage or salary range.

For remote jobs, the practical question is whether the posting is for a position that falls under the state law because the work is tied to Maine or Virginia. A remote listing that can be filled by a worker in either state is not automatically exempt just because nobody works in a physical office. Employers still need to check the posting rules before publishing.

The part people get wrong is assuming there is one national rule. There is not. Maine’s threshold is employer size, and the posted range must be the range the employer anticipates relying on for that position. Virginia’s rule applies to job postings and hiring advertisements and uses the phrase wage or salary range for the position. Those are similar requirements, but they are not identical.

Another detail people miss is that a remote posting can still be covered even when the company is elsewhere. If the job is being advertised for Maine applicants, Maine’s posting rule can apply. If the role is being posted in Virginia or for Virginia-covered work, Virginia’s posting rule can apply. The safest reading is to draft the post as if the range must be visible before an applicant applies.

Commission-only roles are the main Maine exception in the materials retrieved here. Maine says the post may instead state that compensation is based solely on commission. Virginia’s update does not describe the same commission-only carveout in the excerpt retrieved, so employers should not copy Maine’s exception into Virginia postings without checking the actual Virginia rule and any agency guidance.

Remote hiring creates a second trap, which is internal postings. Virginia’s statute covers internal postings too, not just public ads. Maine’s retrieved statute language focuses on postings intended to recruit applicants, including indirect recruiting through a third party. Employers who only update the public listing and leave an internal requisition blank are still exposed in Virginia, and likely in Maine if the recruiting post is covered.

A concrete example helps. If a company posts “Remote Marketing Manager, open to applicants in Maine,” the Maine law can require a posted range if the employer has 10 or more employees. If the company posts the same role in Virginia after July 1, 2026, Virginia requires a wage or salary range in the posting. The location of the employee’s home does not erase the disclosure duty.

When a posting goes live without the range, the fix is not to wait until the first interview. The cleaner step is to set a good-faith range before the job is published, then keep the public ad and any internal version aligned. For teams using third-party boards or recruiters, the hiring manager has to check that the outside post carries the same disclosure.

If you are hiring across both states, use the stricter posting template by default. Put the range in the role description, not in a hidden application screen. That keeps the range visible in public ads, internal postings, and syndicated listings. It also avoids the common failure mode where the company updates one channel and leaves another channel noncompliant.

The bottom line is simple. Maine now requires pay-range disclosure in covered job postings, and Virginia now requires wage or salary range disclosure in job postings and hiring ads, including internal postings. For remote roles tied to those states, employers should assume the disclosure rule applies unless a specific exception clearly removes it.

If you are building hiring workflows or job pages, keep the rule visible where the job is posted, then confirm the posting text before publishing. If you want a place to organize that process, DevConnect keeps the workflow simple at https://devconnectplatform.com. The law still comes first.

What employers usually ask next

For Maine, the key threshold in the retrieved statute is 10 or more employees. Smaller employers are not covered by the posted pay-range rule in the text retrieved here. Virginia’s updated rule does not use the same employer-size threshold in the quoted update and code excerpt, so employers should read it as a broader posting rule.

The range itself should be a real range, not a single number pasted into two fields. Maine’s statute says the range is what the employer anticipates relying on in setting wages for the position. Virginia’s statute defines wage or salary range as the minimum and maximum wage or salary for the position, set in good faith.

Job ads that are not clearly tied to Maine or Virginia deserve a legal review before publication. The cost of correcting a posting after candidates have already seen it is usually higher than setting the range up front. That is especially true for remote roles, because the same ad often gets reused across several boards and reaches multiple states at once.