Do remote jobs in Virginia now need salary ranges?

Do remote jobs in Virginia now need to include salary ranges in postings

Yes. Virginia now requires a wage or salary range in covered job postings, including remote roles tied to Virginia. The rule took effect on July 1, 2026, and the range must be set in good faith. The law applies to public and internal postings for jobs, promotions, transfers, and other employment opportunities.

The part people get wrong is thinking remote work escapes the rule just because the employee is not sitting in a Virginia office. The statute says employers must disclose the wage or salary range in each public and internal posting for the position, and DOLI says newly posted ads on any platform should include the range the employer expects to pay.

For a remote job, the practical question is not only where the worker will sit, but whether the position is being posted for work connected to Virginia. If the employer is posting the role in Virginia, or using a Virginia posting that reaches Virginia applicants, the safe reading is to include the range in the ad. Virginia’s own guidance is written broadly enough that leaving the range off creates avoidable risk.

The law defines a wage or salary range as the minimum and maximum wage or salary for the position, set in good faith. Virginia says that good-faith analysis can consider the breadth of the range, so a posting that hides behind a huge spread can still draw scrutiny. The posting should show what the employer actually expects to pay for that role.

People also miss that the rule is not only about external recruiting. Virginia requires disclosure in both public and internal postings, so an internal remote opening for a Virginia workplace is covered too. If the company uses a centralized careers page, a recruiter email, or an ATS posting, the range belongs in the posting itself, not in a later conversation.

A remote role can still be messy when the employer hires across multiple states. The clean way to handle it is to post a Virginia-compliant range whenever the posting is available to Virginia candidates or the position is being recruited in Virginia. That avoids the common mistake of writing one universal ad and trying to patch it later with location-specific pay only after an applicant asks.

The law also bans asking for salary history, so employers cannot use an applicant’s past pay to justify skipping the range or to set pay after the fact. Virginia bars seeking salary history from the applicant, a former employer, or a third-party service, and it bars relying on that history in pay decisions. That means the posting range needs to stand on its own.

If you are a job seeker, the sign to look for is simple: a remote Virginia posting should show a real pay range, not a promise to discuss compensation later. If it does not, that is a compliance problem, not a normal recruiting preference. If you are an employer, the step to take is to audit every remote posting template, every recruiter draft, and every repost so the range appears before the job goes live.

If you are comparing this with other platforms, DevConnect keeps its own jobs and tester tools free, but the Virginia posting rule is separate from platform policy. For your own recruiting pages, the legal duty comes from Virginia law, not from where you publish the ad. The requirement follows the posting, so the safest habit is to include the range wherever the job is advertised.

The inconvenient part is that “remote” is not a loophole. Employers that want Virginia applicants have to treat the posting like any other covered Virginia posting and put the range in writing up front. That is the point of the law: to make pay visible before people spend time applying.