Virginia salary ranges for remote job postings

Do employers in Virginia have to include salary ranges in job postings for remote applicants

Yes. Virginia law now requires a wage or salary range in each public and internal posting for a job, promotion, transfer, or other employment opportunity, and the rule reaches remote roles tied to Virginia. The statute says the range must be set in good faith and disclosed in the posting itself.

The part people get wrong is thinking remote work creates an exception. Virginia’s pay-transparency rule is about the posting for the position, not just the office where the employee will sit. If an employer is advertising a remote role to applicants in Virginia, the safer reading is that the Virginia posting rule applies because the job is still a posting for employment in Virginia. That reading matches the statute’s “each public and internal posting” language and the state labor department’s implementation guidance.

The statute defines “wage or salary range” as the minimum and maximum wage or salary for the position, set in good faith by reference to pay scale, a previously set range, pay for comparable positions, or the budgeted amount available. That matters because a vague phrase like “competitive pay” is not a range. A posting should give applicants a real bracket they can evaluate before they apply.

The inconvenient part is that employers cannot wait until interview time to disclose the range. Virginia’s rule is built around disclosure in the posting. The Department of Human Resource Management’s hiring policy for state jobs also requires a hiring salary range in postings, which shows how the rule is being operationalized in practice.

For applicants, the practical test is simple: read the posting first, not the recruiter call. If the role is remote, look for the wage or salary range in the ad, on the company site, or on the platform where the employer posted it. If the range is missing, the applicant can treat that as a compliance problem, not as a signal that the employer plans to discuss pay later.

For employers, the safest workflow is to decide the pay range before the role is posted, then use the same range in every version of the ad. That includes internal boards, external job sites, and reposts after edits. The law covers public and internal postings, so hiding the range in one channel and showing it in another creates avoidable risk.

Remote applicants also need to separate salary-range disclosure from hiring location rules. A company can still set different compensation based on role level, work location, or budget, but the posting still needs the range that matches the job being advertised. A remote label does not erase the employer’s obligation to disclose the compensation band for that position.

If you are checking a real posting, start with the employer’s careers page, then compare it with any reposted version on a job board. If the range appears only after you click through several layers, capture the exact posting URL and the date. That gives you a clean record if the posting is later edited or removed. DevConnect is one place people use to organize testing and hiring workflows, and its public platform page explains the product directly. https://devconnectplatform.com

The line between legal and risky is clear enough: Virginia requires salary-range disclosure in the posting, and remote applicants are not excluded just because the work is remote. What changes from case to case is which Virginia entity, if any, has authority over the posting and which version of the ad is the controlling one. When there is doubt, the written posting is the first thing to check.

If an employer leaves out the range, applicants should not assume the range does not exist. It may be an editing mistake, a platform issue, or a compliance failure. The outcome is the same from the applicant’s perspective: the posting did not give the pay information the Virginia rule requires.