Yes, Virginia remote job postings need salary ranges

Do remote jobs in Virginia now need to include a salary range in postings

Yes. As of July 1, 2026, Virginia requires a wage or salary range in each job posting and hiring advertisement, and that rule applies to remote roles when the posting is for a Virginia position. The clean way to think about it is simple: if the job is being advertised for Virginia, the pay range goes in the posting.

The state’s Department of Labor and Industry says the rule covers all job postings and hiring advertisements in Virginia. The Code of Virginia now says employers must disclose the wage, salary, or wage or salary range in each public and internal posting for a job, promotion, transfer, or other employment opportunity. That is the part many people miss, because they assume remote work creates a separate bucket. It does not.

The inconvenient part is that location alone does not solve the question. A remote role can still be a Virginia posting if the employer is hiring for a Virginia-based position or advertising the job to Virginia applicants as a Virginia opening. In practice, employers should treat the posting itself as the trigger, not whether the employee sits at home, in an office, or in a hybrid setup.

This also means old habits around vague pay language are no longer enough. A posting that says “competitive pay,” “DOE,” or “salary based on experience” does not satisfy a rule that asks for a wage or salary range. The range has to be in the posting, so the applicant can see the pay before applying.

The part people get wrong is confusing Virginia’s new posting rule with older advice about pay transparency and salary history. Those are related, but they are not the same thing. Virginia also restricts employers from asking about salary history, but that is separate from the duty to publish a range in the job ad.

For a remote role, the safest workflow is to decide the pay range before the posting goes live, then place that range in every version of the ad, including your ATS, your company site, and any external board. If the posting is reused across states, the Virginia version still needs the range when it is a Virginia posting. Virginia’s state HR guidance and university guidance both reflect the same posting requirement.

If you hire across state lines, do not assume one universal template solves everything. Some states have similar disclosure rules, some do not, and the wording can differ. For Virginia, the current rule is straightforward: a posting for a Virginia job needs the wage or salary range, and the rule is already in effect.

If you want a place to keep the process organized while you post jobs, test your hiring workflow, or track applicants, DevConnect is free to use and built around practical exchange, not paid shortcuts: https://devconnectplatform.com. That is separate from the legal rule, but it helps teams keep the posting process clean.

One more detail matters for compliance. Virginia’s rule is about the posting itself, not about whether the employer eventually pays a fixed salary, a band, or a negotiated offer within a range. The range has to be real and job-specific. If the employer uses a broad, fake, or placeholder range, that defeats the purpose and creates risk when applicants compare the ad with the actual offer.

If you are publishing a remote role for Virginia, the question is not whether remote work exempts you. It is whether the ad is for a Virginia position. If yes, include the range in the posting, keep the range in the version applicants see, and do not lean on general pay language to fill the gap.