Pay transparency laws for job ads (US, EU and UK)

A growing number of places require employers to put pay in the job ad. Pick a location to see who is covered, what the ad must include, when it applies, the penalties, and the official sources.

This is general information, not legal advice. Laws change; follow the official sources and ask a qualified lawyer about your situation. Last checked: .

United States: states and cities

  • California
    In force

    Employers with 15 or more employees (at least one in California).

  • Colorado
    In force

    All employers with at least one employee in Colorado, including remote roles that could be done from Colorado.

  • Washington
    In force

    Employers with 15 or more employees, including postings for remote roles that could be filled in Washington.

  • Illinois
    In force

    Employers with 15 or more employees, for roles done at least partly in Illinois or reporting to an Illinois supervisor.

  • New York State
    In force

    Employers with 4 or more employees, for roles done at least partly in New York or reporting to a New York supervisor.

  • New York City
    In force

    Employers with 4 or more employees (or 1 or more domestic workers), for roles done at least partly in New York City.

  • Maryland
    In force

    All employers, regardless of size.

  • Massachusetts
    In force

    Employers with 25 or more employees in Massachusetts.

  • Minnesota
    In force

    Employers with 30 or more employees in Minnesota.

  • Vermont
    In force

    Employers with 5 or more employees, for roles in Vermont or remote roles predominantly serving a Vermont office.

  • Hawaii
    In force

    Employers with 50 or more employees.

  • New Jersey
    In force

    Employers with 10 or more employees over 20 calendar weeks, doing business or taking applications in New Jersey.

  • District of Columbia
    In force

    All employers, regardless of size.

  • Maine
    In force

    Employers with 10 or more employees.

  • Connecticut
    In force

    All employers, regardless of size.

  • Virginia
    In force

    All employers in Virginia.

  • Delaware
    Enacted, not yet in force

    Employers with 26 or more employees.

  • Cleveland, Ohio
    In force

    Employers with 15 or more employees in Cleveland. Internal transfers and promotions are exempt.

  • Columbus, Ohio
    In force

    Employers with 15 or more employees in Columbus.

There is no federal pay-in-ad law. Some states (for example Nevada and Rhode Island) and cities (for example Cincinnati and Toledo) only require disclosure on request, so they are not listed here.

European Union

The EU Pay Transparency Directive (2023/970) requires pay or a pay range in the ad or before the interview. Member states had to make it national law by 7 June 2026. Status by country:

  • Austria
    Not yet transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Belgium
    Partly transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Bulgaria
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Croatia
    Not yet transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Cyprus
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Czechia
    Partly transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Denmark
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Estonia
    Partly transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Finland
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • France
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Germany
    Not yet transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Greece
    Transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Hungary
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Ireland
    Not yet transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Italy
    Transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Latvia
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Lithuania
    Transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Luxembourg
    Not yet transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Malta
    Transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Netherlands
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Poland
    Partly transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Portugal
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Romania
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Slovakia
    Transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Slovenia
    Not yet transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Spain
    Draft law in progress

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

  • Sweden
    Not yet transposed

    Under the Directive: all employers, regardless of size, once national law is in force. Pay-gap reporting starts at 100 employees.

United Kingdom

  • United Kingdom
    No pay-in-ad law

    No law requires pay in job ads. Gender pay gap reporting applies to employers with 250 or more employees.