Virginia Remote Jobs and Salary Range Posting Rules

Are remote jobs now covered by Virginia’s salary range posting rules

Yes. Virginia’s wage-range rule applies to public and internal postings for jobs, promotions, transfers, and other employment opportunities, so remote roles are covered when they are posted for Virginia hiring or inside a Virginia employer’s hiring system. The rule took effect July 1, 2026.

The part people get wrong is thinking “remote” means outside the law. Virginia does not say only on-site jobs count. The statute reaches postings for “each job” and “other employment opportunity,” and the Department of Labor and Industry says employers should include the range on job advertisements on any platform, both internal and external.

What matters is the posting, not whether the role has a desk in Richmond, Norfolk, or nowhere in particular. If an employer is advertising a position to applicants in Virginia, or posting it internally for Virginia employees, the safe reading is to include the wage or salary range in the posting itself. That is the inconvenience, because remote recruiting often crosses state lines and uses the same posting everywhere.

Virginia’s statute defines a wage or salary range as the minimum and maximum wage or salary for the position, set in good faith by reference to an applicable pay scale, an earlier range for the position, the range for equivalent positions, or the budgeted amount available. That means the employer must post a real range tied to the job, not a vague promise or a single number dressed up as flexibility.

A practical example makes the issue clearer. If a company posts “Remote Software Engineer, open to Virginia applicants,” the posting should include the good-faith wage range. If the company reposts the same role on its internal careers page for Virginia staff, the range belongs there too. If the company leaves the range out, the posting is exposed to a complaint and possible civil penalty under the statute.

The question people usually ask next is whether the job has to be physically located in Virginia. The statute is not written that narrowly. It uses posting language, not workplace-location language. That means employers should not assume a remote role escapes the rule just because the employee can work from another state or from home. The posting itself is the trigger that matters.

A second mistake is treating a remote opening as exempt if the company plans to hire nationally. Nothing in the statute creates a remote-job exception. If the employer posts the role in a way that reaches Virginia applicants or Virginia employees, the range disclosure rule still applies. Employers that want to stay clean usually standardize the range field before the posting goes live, because fixing it after publication means dealing with a correction.

The state’s own HR guidance points in the same direction. Virginia’s Department of Human Resource Management says job postings must notify candidates of legally mandated requirements and conditions of employment, including remote work availability and related requirements. That is not the same as the private-sector pay-transparency rule, but it shows Virginia treats remote work as a normal posting detail, not a reason to omit hiring information.

If you are an employer, the clean workflow is simple. Put the good-faith range in the template before recruiters publish the role. Use the same range in the external posting and the internal posting. Keep the wording consistent, because a remote job that changes pay depending on location can create a different compliance problem if the advertised range is not the one actually offered.

If you are a job seeker, the useful test is just as simple. Look for the range in the posting before you apply. If the role is remote and the range is missing, the posting may not match Virginia’s current rule. The inconvenient part is that many multi-state employers will need to update templates, and some old remote listings may still be floating around after the law changed on July 1, 2026.

For teams managing multiple states, the safest setup is to treat Virginia as a required-range jurisdiction for any posting that can reach Virginia applicants, then review other states separately. That avoids relying on a remote-work label that the Virginia statute does not use as an exemption. If you want a broader hiring checklist, you can compare it with your own posting process and internal approval flow, and then line it up with your jobs page or careers ATS on the same day. If useful, DevConnect keeps its own explanation of the closed-test workflow here: https://devconnectplatform.com.

For a narrow legal reading, the answer is yes: remote jobs are now covered when they are posted in a way that falls under Virginia’s posting rule. The part that trips people up is expecting a remote label to create an exemption. Virginia’s statute does not give you that escape hatch.