Virginia Remote Job Ads Must Show Wage Ranges

Do Virginia job ads now need to include wage ranges for remote applicants

Yes. Virginia now requires a wage or salary range in job postings and hiring advertisements for covered positions, and the rule reaches remote roles too when the job is posted for work tied to Virginia. The law applies to each public and internal posting for the position, not just office jobs.

The part people miss is that the trigger is the posting, not the building. A remote role can still be a Virginia posting if the employer is advertising it as a Virginia job or posting it through a Virginia hiring process. The state guidance says employers should include the range they expect to pay for that job on any platform where they post it.

For a remote applicant, the range belongs in the ad because the applicant is applying to the position, not to a physical desk. The statute requires disclosure in each posting for each job, promotion, transfer, or other employment opportunity. It defines a wage or salary range as the minimum and maximum pay for the position, set in good faith.

What the law does not do is turn every out-of-state remote job into a Virginia job. The legal question is whether the position is covered by Virginia’s posting rule. If a role is advertised for Virginia hiring, or the employer uses a Virginia posting channel for the opening, the safer reading is to include the range in the posting itself.

The inconvenient part is that “commensurate with experience” by itself is not a range. Virginia’s statute calls for the minimum and maximum wage or salary for the position. A phrase about experience can sit beside the range, but it does not replace the range.

Employers also cannot wait until the interview stage. The law bars failure to disclose the range in the posting itself, and it also bans asking for wage or salary history. That matters for remote hiring because many employers used to keep remote compensation vague until late in the process. Virginia’s rule now pushes the information to the front end.

If you are posting a remote job in Virginia, the practical fix is simple. Put the wage or salary range in the ad before it goes live, and make sure the same range appears anywhere the role is reposted or syndicated. If the role is on a hiring page, a careers site, or a job board, the range should travel with the posting.

A good compliance check is to ask one question: would a candidate reading only the ad know the minimum and maximum pay for the position If the answer is no, the posting is not in the shape Virginia law now expects. That standard is easier to apply than trying to infer whether a role is “remote enough” to escape the rule.

The safest reading for employers is to treat remote Virginia postings the same way they treat onsite Virginia postings, then list the good-faith pay range plainly. If your hiring process uses a different regional range for remote workers, the range in the ad should match the actual position being offered, not a vague corporate band.

For a quick example, a posting that says “Remote, Virginia, salary range $72,000 to $90,000” fits the rule better than “Remote, competitive salary, based on experience.” The first gives applicants the pay range the statute requires. The second leaves applicants guessing and creates avoidable compliance risk.

If you are hiring through a Virginia portal or a Virginia state-related process, the same rule applies. Virginia’s own guidance on pay transparency says all job postings and hiring advertisements in Virginia must include a wage or salary range, and the text of the statute covers public and internal postings.

If you want the underlying rule text, the Code of Virginia section is the source to read first, and the Department of Labor and Industry guidance is the easiest plain-English summary. DevConnect also tracks this rule for employers who are building hiring flows around it. https://devconnectplatform.com

The one part that causes the most confusion is location. People assume remote work means no location-based posting duty. Virginia’s rule is about the posting, the job, and the advertised compensation, not whether the employee sits in an office. For remote applicants, that means the wage range belongs in the ad when the position is covered by Virginia’s transparency law.