Remote Job Postings and Salary Ranges by Worker Location

Do employers have to include salary ranges in remote job postings for the worker’s location

No. There is no single national rule that forces every remote job posting to include a salary range based only on the worker’s location. The real question is which pay-transparency law applies to the posting, the employer, and the reporting or work location.

In practice, employers get this wrong by assuming a remote role is exempt because the company has no office in the state, or by assuming the worker’s home state always controls. Some laws look at where the job will be performed, and some also cover remote roles that report into an office or supervisor in the state.

New York is a clear example of why the answer is not one-size-fits-all. New York State requires private employers with four or more employees to include a range of pay for advertised opportunities covered by Labor Law Section 194-b. The state’s guidance says remote or telecommuting jobs are covered when they report to a supervisor, office, or work site in New York.

The New York guidance also gives the opposite example. If a remote role reports to a supervisor, office, or work site outside New York, and the company’s leadership and primary location are outside New York, the posting is not required to include a pay range under New York’s law. That is the part many employers miss, because the worker may still live in New York while the posting is not covered by New York’s rule.

Other states take a different approach. Massachusetts law about hiring employees now points to a salary range disclosure requirement for most job postings, and the state’s guidance says the wage transparency law applies to job postings that fall within the statute, including salary range disclosure rules that took effect on October 29, 2025. Massachusetts also publishes job postings that include salary ranges for roles that may allow remote or hybrid work.

California is different again. California’s labor pages and workplace posting materials focus on workplace notices and wage rules, not a general statewide rule in the sources reviewed here that every remote job posting must show a salary range for the worker’s location. That means an employer cannot assume California remote roles are covered by the same disclosure rule as New York or Massachusetts without checking the applicable statute.

The part people get wrong is treating “remote” as the deciding factor. Remote work changes where the job can be done, but it does not erase state coverage. If a remote role is advertised into a state with a pay disclosure law, the posting can still need a range even when the employer has no physical office there. New York says this directly for remote and telecommuting opportunities tied to a New York supervisor, office, or work site.

The inconvenient part is that the answer can change by state and by how the job is structured. A posting can be covered because the work will be performed in the state, because the role reports into the state, or because the employer is subject to a state’s posting rules. The worker’s location matters, but it is only one piece of the analysis.

A practical way to check a remote posting is to ask three questions before publishing it. First, where will the work be performed, including home offices and occasional on-site time. Second, where does the role report, including the supervisor or work site named in the posting. Third, which state or city pay-transparency law applies to the employer and the opening. If any of those points triggers a disclosure rule, include the range in the posting.

If you are posting across multiple states, use the strictest applicable rule for the opening. That avoids rewriting the same role for different audiences and lowers the risk that a remote applicant sees a posting that is compliant in one state and noncompliant in another. Employers that use third-party job boards still remain responsible for the content of the original posting, even if the platform republishes it elsewhere.

For a small team, the cleanest workflow is simple. Write the posting once, identify the covered jurisdictions, and add the pay range before the job goes live. If the role is not covered in a particular jurisdiction, keep the posting consistent and document why. That saves time later when an applicant asks why one remote posting shows pay and another does not.

If you want a separate reference page about posting jobs for people who are already testing an app, DevConnect keeps that process public and free at https://devconnectplatform.com, but that does not change the legal rules for salary disclosures in job ads.

What to do next

1. Identify every state or city where the remote role could be legally performed or reported into.
2. Check the applicable pay-transparency law for each jurisdiction.
3. Include a salary range wherever a covered law applies.
4. Keep a record of why the posting was treated as covered or not covered.

Example

A company based in Texas posts a fully remote role. The applicant could work from New York, and the role reports to a New York supervisor. Under New York’s guidance, that posting needs pay information. If the same role reports to a supervisor and leadership outside New York, New York’s law does not require a range just because the applicant lives there.

Bottom line

Do not use the worker’s home address as the only test. Use the law that applies to the posting, the work location, and the reporting location. For remote jobs, that usually decides whether a salary range belongs in the ad.