Virginia Remote Job Postings Must Include Pay Ranges

Do remote jobs in Virginia now have to include pay ranges in postings

Yes. Starting July 1, 2026, Virginia requires a wage or salary range in each job posting and hiring advertisement, including remote roles tied to Virginia positions. The new rule is written into Virginia’s pay transparency law and the state labor department says employers should make sure public and internal postings include the range they expect to pay.

The part people get wrong is thinking “remote” means “outside the rule.” Virginia’s law is about the posting and the job opportunity, not only about whether the work happens in an office. If the role is posted in Virginia, or as a Virginia hiring opportunity, the range has to be there. The state’s own guidance says “all job postings and hiring advertisements in Virginia” must include a wage or salary range.

The law defines a wage or salary range as the minimum and maximum wage or salary for the position, set in good faith. That means a vague phrase like “competitive pay” does not satisfy the rule. The Code of Virginia says the range must be disclosed in each public and internal posting for each job, promotion, transfer, or other employment opportunity.

Remote jobs create one extra trap: the posting can be written for a broad audience while the legal obligation still follows the Virginia hiring opportunity. An employer that lists a remote job but routes hiring through a Virginia office, a Virginia entity, or a Virginia labor market posting should treat the ad as covered. If the company is unsure, the safest step is to post the range before the ad goes live, because the state law is already in force.

The inconvenient part is that “range” means a real range, not a single number hidden behind a phrase. Employers need a minimum and maximum set in good faith, and that range should be the one applicants actually see. Virginia’s labor department also tells employers to review recruiters and internal posting practices, which matters when a remote role is advertised across multiple channels at once.

Another point that trips people up is location. A remote worker can live somewhere else, but the posting still has to be compliant where the employer is advertising or hiring. If a company posts the same remote role in multiple states, Virginia’s rule can apply to the Virginia version even if another state’s law is different. In practice, many employers use one compliant posting with a range and avoid state-by-state rewrites.

For job seekers, the practical test is simple: if a Virginia-facing posting does not show a wage or salary range, that posting is not aligned with the new law. If the range is missing, ask for it before applying, or compare the ad with the employer’s other postings and hiring pages. Virginia’s labor department points employers to update templates and internal review steps, which is a signal that this is meant to be visible at the posting stage, not disclosed later in the process.

For employers, the cleanest fix is to update every template that can produce a Virginia-facing job ad. That includes remote roles, reposts, recruiter-supplied ads, internal transfers, and promotions. The state’s guidance also connects this to salary-history restrictions, so the posting workflow should be reviewed as a whole instead of patching one ad at a time. A compliant posting is easier than defending a missing range after the fact.

If you are building a hiring workflow and want a simple place to keep testing, roles, and public job pages organized, DevConnect is free to use and can sit alongside your own hiring process. It is not a substitute for legal compliance, but it is a straightforward place to manage work that happens on your own property: https://devconnectplatform.com.

The bottom line is yes: Virginia now expects pay ranges in postings, and remote jobs are not carved out just because the work is remote. If the posting is meant to hire for a Virginia-covered opportunity, include the range before publishing. That is the safe reading, and it matches the state’s published guidance and the updated Code of Virginia.