Maine Passes Pay Transparency Law

On April 14, 2026, the Maine Senate passed HB54, which will require employers with 10 or more employees to disclose pay ranges in job postings and to existing employees upon request. Signed by Governor Janet Mills on April 24, the law will become effective on July 29, 2026.

In passing this law Maine joins a growing number of neighboring states that have passed similar requirements over the last few years including Connecticut, Massachusetts, and Vermont.

PAY TRANSPARENCY REQUIREMENTS

Under HB54, a covered employer must ensure that a job posting “includes a statement that lists the prospective range of pay the employer will offer to a successful applicant.”

The law defines the “range of pay” as the “range of pay that an employer anticipates relying on in setting wages for a position, including, but not limited to, reference to: (1) Any applicable pay scale; (2) A previously determined range of wages for the position; (3) The actual range of wages for those currently holding equivalent positions; or (4) The budgeted amount for the position.”

This disclosure requirement applies to any “posting,” defined as “a solicitation that is intended to recruit employment applicants for a specific available position and that includes qualifications for desired applicants, both internal and external job postings, including recruitment done directly by an employer or indirectly through a 3rd party.”

Covered postings include postings made electronically or with a printed hard copy.

The law further requires employers to disclose to existing employees the pay range for their position: “Upon the request of an employee, an employer shall disclose the range of pay the employer offers for the position the employee holds.”

RECORDKEEPING REQUIREMENTS

Employers must “maintain a record of each position held by an employee and the pay history of the employee in each position for the duration of the employee’s employment with the employer and for 3 years after the termination of the employee’s employment.”

COVERAGE UNDER THE LAW

The law applies to employers with 10 or more employees. The law does not explicitly state whether the 10-employee minimum includes only employees located in Maine or also those outside of Maine.

NEXT STEPS FOR EMPLOYERS

In advance of the July 29 effective date, covered employers should review all public and internal-facing job postings and advertisements to ensure these materials include the required compensation information.

Covered employers also should contact any recruiters or third-party agencies that post job opportunities on the employer’s behalf to ensure they are aware of the law and will comply with its requirements.

Employers must prepare to comply with the law by maintaining accurate records consistent with the new requirements.

Finally, multistate employers should confirm their compliance with pay transparency laws in other states and localities.