If you’ve noticed more job ads listing a salary range, that’s not an accident. A growing number of states and cities now require employers to include pay ranges in job postings, and that gives you real leverage in a negotiation.
Where ranges are required
Colorado’s law took effect first, in 2021. California, Washington, and New York State followed in 2023, along with cities such as New York City. Hawaii, Washington D.C., Maryland, Illinois, Minnesota, Vermont, New Jersey, and Massachusetts have added their own rules since then. Details differ by state: some cover only employers above a certain size, and some require the range only when you ask or after an interview. Check your state labor department’s site for the exact rule, because these laws are still changing.
Remote jobs
Many employers now post ranges for remote roles nationwide, because the job could be filled by someone in a state that requires one.
How to use a posted range
- Aim high in the range when you meet the posted requirements. Ranges often run from the minimum for a new hire up to what the company pays an experienced person in the role.
- Benchmark it. Compare the range with local pay data from BLS Occupational Employment and Wage Statistics, which publishes wage percentiles by occupation and metro area.
- Ask about the full package. Bonus, equity, retirement match, and health premiums can be worth more than the gap between two salaries.
If you’re already employed
A posted range for your own job title is useful evidence when you ask for a raise. If new hires are being offered more than you earn for the same work, say so calmly and back it with the posting.
This article is general information, not legal advice.