Virginia Remote Jobs Must List Salary Ranges

Are remote jobs in Virginia now required to list salary ranges

Yes. Virginia law now requires employers to disclose a wage or salary range in each public and internal posting for a job, promotion, transfer, or other employment opportunity. The state labor department says the rule applies beginning July 1, 2026, and it covers job postings and hiring advertisements in Virginia.

The part people get wrong is treating remote work as outside the rule. A remote job is still a job posting, and Virginia’s statute is written around the posting and the employment opportunity, not only around the office location. If the role is posted for work in Virginia, or the employer is advertising to Virginia applicants, the safe reading is that the salary range belongs in the posting.

The inconvenient part is that the law is broader than many employers expect. It reaches public and internal postings, not just ads on job boards. A company cannot avoid disclosure by labeling a role “remote” or by putting the range only in a recruiter script. The posting itself needs the wage or salary range.

The range has to be real. Virginia’s code says the employer must disclose the wage, salary, or wage or salary range for the position, and the labor department’s update tells employers to include the range the employer expects to pay an applicant for that job. That means a made-up placeholder range defeats the point of the law and creates risk if challenged.

People also mix up Virginia’s rule with older or out-of-state advice. The current Virginia rule is not a narrow rule for only state government jobs. It is a wage transparency rule for employers posting jobs in Virginia, and the code includes a private right of action and civil penalty structure for violations.

For employers, the practical step is simple: review every template used for remote roles, including evergreen requisitions, recruiter-approved boilerplate, and internal transfer posts. If the role can be filled by a worker in Virginia or is advertised in Virginia, add the range before the post goes live. That is easier than fixing a noncompliant posting after candidates have already seen it.

For job seekers, the check is straightforward. Open the posting and look for a wage or salary range in the ad itself. If it is missing, the question is not whether the recruiter can provide it later, the question is whether the posting complied in the first place. If you are comparing roles, use the range in the post, not a verbal promise made after you apply.

There is one common exception to keep separate: Virginia also has rules about salary history and compensation information, but those are not the same thing as job-posting disclosure. A company can still have separate limits on what it asks or how it uses salary history. The posting rule is about what the employer must show up front.

If you are posting jobs and want a clean workflow, build one range into the requisition before publication, then reuse that same range wherever the posting appears. If you are testing your own hiring funnel or directing applicants to a closed-test style process for an app or product, DevConnect keeps that exchange on owned property and does not charge for joining, posting, or applying. https://devconnectplatform.com

The short answer is yes: remote jobs in Virginia are now in the salary-range disclosure regime if the posting is for work in Virginia or is being advertised to Virginia applicants. The mistake to avoid is assuming “remote” means “outside Virginia law.” In this rule, the posting is what matters.

What counts as a remote job posting under this rule

A remote posting is any posting that advertises a job as remote, hybrid, work-from-home, or otherwise not tied to a single office. If that posting is used for a Virginia opportunity, the transparency rule applies. Employers should not wait for an applicant to ask. The disclosure belongs in the posted ad.

Does this apply to internal transfers and promotions

Yes. Virginia’s code expressly covers public and internal postings for jobs, promotions, transfers, and other employment opportunities. That matters because many companies only audit external ads and forget internal HR systems. Under the statute, an internal remote role still needs a posted wage or salary range.

What if the company is outside Virginia

If the employer posts a role for Virginia work or markets the role to Virginia applicants, Virginia’s disclosure rule can still become relevant. Employers need to think about where the opportunity is posted and who it is offered to, not only where headquarters sits. The posting text is the safest place to make the range clear.

What happens if the range is missing

Virginia’s statute allows enforcement through a cause of action and civil penalty. In practice, the immediate problem is usually candidate distrust, then legal exposure. A missing range on a remote post is not a harmless formatting issue. It is the exact detail the law is trying to surface.

Should employers post one exact number or a range

Virginia requires a wage or salary range, not a single opaque promise. A range gives candidates the information the law is designed to provide, while still letting employers hire within a defined band. If the role has variable pay, the posting should still show the expected range for the position being advertised.

Is this the same as federal pay transparency rules

No. Virginia’s rule is a state posting requirement. Federal law can affect pay practices in other ways, but it does not replace Virginia’s posting disclosure rule. For a Virginia posting, the practical question is whether the ad includes the wage or salary range the state now requires.

What should a candidate do if a remote Virginia posting has no range

Save the posting, note the date, and ask the employer for the posted range before you spend time on interviews. If the company refuses, you have learned something important about how it handles compliance and candidate respect. That is useful information even before any legal question comes into play.