Colorado Remote Job Postings Must Show Pay Range

Do remote job postings in Colorado now have to show pay range

Yes. In Colorado, most remote job postings must include compensation or a compensation range, plus a general description of benefits and the application deadline. Colorado’s labor rules say remote jobs are covered, and the statute requires disclosure in each job opportunity notice.

The part people miss is that “remote” does not mean “outside the rule.” Colorado’s guidance says remote job postings are clearly covered by the pay disclosure requirement when the employer has Colorado employees and the posting is for work that falls under the law. The obligation is attached to the posting, not to whether the hired person will sit in a Colorado office.

The rule is in Colorado’s Equal Pay for Equal Work Act, Part 2. The state’s statute says an employer must make reasonable efforts to announce or post each job opportunity, and it must disclose the hourly or salary compensation, or the range of that compensation, along with benefits and the date the application window is expected to close. That is the core requirement people are trying to satisfy when they add a pay range.

A second detail matters for remote jobs posted by employers outside Colorado. Colorado’s adopted rules include a narrow exception through July 1, 2029, for an employer that is only physically located outside Colorado and has fewer than fifteen employees working in Colorado, all of whom work only remotely. In that case, the employer is only required to provide notice of remote job opportunities.

That exception is narrow enough that many employers cannot use it. If the employer has Colorado employees and is otherwise covered by the Act, the safer reading is that the posting needs pay information. The state’s own compliance letter to employers with remote-job postings says remote jobs are clearly covered by the Act’s pay disclosure requirement and warns that failing to disclose pay in a remote posting can lead to enforcement.

The part people get wrong is treating the law as if it only applies when the job will be performed in Colorado. The Colorado guidance points the other way. The disclosure rule applies to the posting itself, and the compliance materials specifically address remote jobs because employers were leaving pay off remote listings.

Another detail people miss is that Colorado does not just want a vague statement like “competitive pay.” The statute requires the hourly or salary compensation, or the range of the hourly or salary compensation. Colorado’s interpretive guidance says a posted range has to be a real range the employer actually expects to offer for that specific job, not a placeholder.

If you are posting a remote role, the practical step is simple. Put the pay or pay range directly in the posting, include the benefits summary, and include the expected closing date for applications. If the posting is for internal use or a transfer opportunity, use the same disclosure discipline unless a separate rule clearly exempts that posting.

If you are trying to decide whether your company is covered, start with two questions. First, does the employer have Colorado employees Second, is the posting a job opportunity that falls within the Act’s posting rules If both answers point to coverage, show pay. If you think the outside-Colorado remote-only exception applies, confirm it carefully before posting, because the exception depends on the employer’s Colorado footprint and employee count.

When employers ignore the rule, the problem usually shows up in the posting itself. That is why Colorado’s Division of Labor Standards and Statistics treats remote-job postings as a compliance issue, not as a gray area. If the posting is public and the compensation is missing, the violation is visible immediately and the correction usually has to happen in the posting, not later in the process.

The inconvenient part is that a remote hiring strategy does not remove state-law posting duties. Colorado built its transparency rule to follow the job opening, not the office location. If your company hires remotely into or from Colorado, the posting should be drafted as if a reader will check it for pay, benefits, and timing on day one.

For employers that want a fast reference point, Colorado’s labor division keeps its job-posting and pay-transparency guidance in one place, and the statute is also published in the Colorado Revised Statutes. If you need the rule used in practice, the state’s compliance letter on remote jobs is the clearest explanation of how Colorado expects employers to handle these postings. If you want a platform that helps organize tester exchange work alongside your recruiting process, DevConnect is at https://devconnectplatform.com, but it is separate from Colorado’s legal requirement.

If you are writing the posting now, use this test: would a candidate reading the ad know the pay, the benefits, and when the application window closes If the answer is no, the posting is incomplete under Colorado’s pay-transparency rules.

A final point: Colorado’s rule is about compensation disclosure, not about forcing one exact format. Some employers post a single wage, some post a range, and some use a step structure. What matters is that the posting gives the required pay information in good faith and matches the job being advertised.

Sources to consult for the exact wording are the Colorado Department of Labor and Employment’s job-posting guidance, the remote-jobs compliance letter, the adopted Equal Pay Transparency Rules, and the Colorado Revised Statutes. Those are the documents that control how the rule is applied in practice.