Maine has become the latest state to pass an act requiring employers to disclose pay ranges in job postings. This compliance alert looks at the detail of the new law and potential actions for businesses operating in the state.
Summary
Approved by Maine Governor Janet Mills on April 24, LD 54, “An Act to Require Employers to Disclose Pay Ranges and Maintain Records of Employees’ Pay Histories,” will take effect on Monday, July 13, 2026. The law applies to all electronic and print job postings made in Maine by organizations with 10 or more employees.
Going forward, job postings in the state must include a statement that: “lists the prospective range of pay the employer will offer to a successful applicant unless the position that is the subject of the posting is compensated solely on the basis of commission.” If the posting is for a commission-based role, this should be stated instead.
Employers must additionally maintain a record of each position held by an employee and the pay history of the employee in those positions. Employees can request that an employer disclose the range of pay offered for the position the employee holds. These records must be kept for the duration of an employee’s employment and for three years after their termination.
The law includes the allocation of funds towards a new Labor and Safety Inspector position responsible for enforcing this requirement.
Who Is Impacted, and What Actions Are Required?
Organizations at or above the 10-employee threshold mentioned above must take steps to ensure that whenever they create a job posting likely to target residents in Maine, they include the required pay range wording and the recordkeeping practices required by LD 54. The law does not specify whether the 10 employees must be Maine residents, so it may be safer to assume the law applies wherever your current employees are located.
Maine’s new law joins a growing number of similar measures in other states and jurisdictions, and any updates to posting processes in Maine should be considered alongside the requirements in other localities in which your business operates. Insofar as establishing a one-size-fits-all approach to the nuances of different pay transparency approaches is possible, such an approach may make it easier for organizations operating in multiple states to comply by default.
In conclusion, we recommend reviewing your job posting templates and all currently active and upcoming postings to ensure compliance with LD 54 and other laws. Additionally, organizations should periodically revisit their job postings to ensure they remain compliant, and keep an eye out for new laws in other states.
How Affirmity Can Help
Affirmity offers software and consulting services to support organizations with pay transparency and pay equity processes and preparation:
- Compensation and Pay Equity Analysis: Get expert support with the import and management of labor pay data
- State-Level Pay Data Reporting: We offer a dedicated software solution for states with pay reporting requirements, including California
- Employment Law Navigator: A new solution from Affirmity for HR, legal, and compliance teams providing a central point of reference for federal, state, and local employment laws. Employment Law Navigator streamlines your research, comparison, and understanding of this often complex legal area
Affirmity is on hand to help you deliver pay transparency and address the issues you proactively uncover—contact us today to get started.
About the Author
Kim Hendon oversees account management and sales for Affirmity. She is responsible for building successful, long-term partnerships with clients and generating new business. Having served with the company for more than 25 years, Ms. Hendon has in-depth knowledge and broad experience in all areas of workforce analytics and HR compliance.
Ms. Hendon assists clients with the planning and development of workforce compliance and non-discrimination programs, as well as employee engagement initiatives. She holds a Bachelor of Arts in Speech Communication and a Master’s in Business Administration. Connect with her on LinkedIn.