Virginia remote job postings now need a salary range

Do remote job postings in Virginia now need a salary range

Yes. Virginia now requires a wage or salary range in job postings, including remote roles tied to Virginia, and the rule took effect on July 1, 2026. The requirement comes from Virginia’s pay transparency law, which covers public and internal postings for jobs, promotions, transfers, and other opportunities.

The part people miss is that “remote” does not create a free pass. If the role is being posted for Virginia hiring, the posting should include the wage or salary range the employer expects to pay for that position. Virginia’s own labor agency says the range should appear in postings on any platform, internal or external.

The legal text is broad. Virginia’s Code now says an employer may not fail to disclose the wage, salary, or wage or salary range in each public and internal posting for each job, promotion, transfer, or other employment opportunity. That wording covers remote openings the same way it covers office roles when the posting is made for Virginia hiring.

The part that gets people in trouble is treating a nationwide remote listing as outside Virginia just because nobody sits in a Virginia office. If the employer is filling the role in Virginia, the safer reading is to post the range. The state’s guidance describes the rule as applying to all job postings and hiring advertisements in Virginia.

The range has to be set in good faith. Virginia defines a wage or salary range as the minimum and maximum wage or salary for the position, and the law says the employer must set that range in good faith by reference to a pay scale, a previously determined range, equivalent positions, or the budgeted amount available for the job.

The rule also bans asking a candidate for wage or salary history during the application or interview process. Employers cannot use a person’s prior pay to decide what they will be paid on hire, and they cannot retaliate because someone asks for a range instead of disclosing history.

A practical example helps. If a company posts “Remote, Virginia” for a software engineer, the posting should not just say “competitive pay.” It should show an actual range, such as “$110,000 to $140,000,” and that range should reflect what the employer expects to pay for that role in good faith.

The inconvenient part is compliance work. If your hiring team posts through multiple systems, each public and internal version needs the range. If a posting is missing the range, the company should fix it quickly and should not rely on the fact that the work is remote or that the role is open nationally.

The law is not the same as old salary-history rules. A company can still decide pay based on its internal compensation structure and the candidate’s qualifications, but it cannot skip the range disclosure or ask for prior salary history as a shortcut. Those are separate obligations under the same section of the Code of Virginia.

For employers hiring across state lines, the cleanest workflow is to standardize Virginia postings before they go live. Write the range first, get it approved, then publish. If the role is remote and Virginia is part of the hiring footprint, add the range at the same time you add the rest of the job details.

If you are comparing this to federal law or to other states, do not assume the same rule everywhere. Virginia’s requirement is state-specific and it now applies on top of any other posting rules the employer already follows. For a short reference on how DevConnect handles job posts and testing work, see https://devconnectplatform.com.

The shortest answer is yes, remote job postings in Virginia now need a salary range when the posting is covered by Virginia’s pay transparency law. The rule started on July 1, 2026, and the safe approach is to include the range in every Virginia-facing remote posting.

FAQ

Does the range have to be exact Virginia requires a good-faith minimum and maximum wage or salary range. The law does not require a promise that every hire will start at one exact number, but the range has to reflect what the employer expects to pay for the position.

Do internal postings need the range too Yes. Virginia’s statute says public and internal postings must disclose the wage, salary, or wage or salary range for the position. The rule is not limited to public job boards.

Does this apply to promotions and transfers Yes. The statute covers job, promotion, transfer, and other employment opportunity postings. A remote promotion posted for Virginia employees still fits within that language.

Can an employer ask for salary history instead of posting a range No. Virginia prohibits seeking wage or salary history from a prospective employee and also prohibits relying on it to decide pay on hire.

What should a company do if a remote posting went up without a range Correct the posting as soon as possible and make the posting process require the range before publication. Missing the range is a compliance problem, not a formatting preference.