WN
Operations Access
Authorised personnel only. All access is logged.
How It Works Pricing Insights About Contact Check Your Compliance →
Pay Transparency Intelligence · 50 US States Tracked

Which pay transparency
laws apply to your company?

Pay transparency requirements vary by state, employer size, job location, and remote hiring arrangement. WageNexus maps what applies to your specific company, checks your postings, and watches for changes so you do not have to.

18+
States With Active Laws
$25K
Max Penalty / Violation
24%
Postings Still Non-Compliant*
What WageNexus Does

Three capabilities.
One compliance picture.

Customers engage at the level appropriate to their needs. Start with a check, fix what is broken, then watch for changes.

1
◈
Check
Understand your exposure
Tell us about your company — employee count, operating states, remote hiring. WageNexus maps which pay transparency laws apply and why, with an explainable reason for every determination.
Which states require salary disclosure for your postings?
Does your remote hiring trigger obligations in states you are not based in?
Are you above or below the threshold in each applicable state?
Request a Compliance Check →
2
⚖
Fix
Close posting gaps before they cost you
Submit a job posting and WageNexus checks it against current approved law requirements for each applicable state. Findings are specific, evidence-backed, and actionable — not generic guidance.
Missing salary range — this posting requires one in New York and Colorado
Missing benefits description — Colorado requires disclosure beyond salary range
Remote posting triggers California, Washington, and Colorado requirements
Check a Job Posting →
3
◎
Watch
Stay ahead without having to monitor it yourself
Laws change. Thresholds shift. New states activate. WageNexus watches relevant jurisdictions and notifies you when something requires attention — so you are informed before a problem, not after.
Connecticut becomes a proactive posting law October 2026
Colorado updated its penalty structure to per-posting per-day in 2024
Virginia added a salary history ban alongside its new posting law in July 2026
Explore Monitoring →
The Process

From your company profile
to a clear compliance picture.

1
◎
Tell us about your company
Employees, states, remote workforce, hiring footprint
2
⚖
WageNexus maps requirements
Applicable laws identified per state, threshold, and role type
3
✉
Check your postings
Potential gaps identified before publication — pass, fix, or review
4
✓
Review and act
Clear actions, supporting evidence, documented compliance record
5
◈
Keep watching
Optional — WageNexus monitors relevant changes and notifies you when something matters
Every finding traces back to a source
Official state source
→
Human-reviewed law record
→
Client applicability determination
→
Actionable finding
When It Matters

When WageNexus
becomes valuable

Pay transparency compliance is not a universal burden. It becomes acute in specific situations.

🌎
Hiring across states
Different jurisdictions create different disclosure requirements. A posting compliant in Texas may be non-compliant in New York or Colorado.
🏠
Remote hiring
A remote employee can create compliance obligations in states the company has never operated in. One remote hire in Illinois triggers a different requirement set than your headquarters.
📈
Growing headcount
Crossing an employee threshold — 10, 15, 25, 30 — can change which laws apply to you overnight. If you are close to a threshold, monitoring matters now.
📄
Frequent hiring
Each job posting is a compliance event. Companies with continuous hiring have repeated exposure — a non-compliant posting template used 20 times is 20 potential violations.
⚡
Expanding into new states
Opening in a new state or adding remote workers there introduces requirements that may not be obvious from your existing compliance picture.
👥
No dedicated compliance team
Most 10–100 person companies do not have employment-law compliance specialists. WageNexus provides an additional layer of review and monitoring for teams without one.
The Compliance Gap

Pay transparency law is not simple.

Most employers discover non-compliance after a violation. A patchwork of state laws with different thresholds, disclosure rules, and effective dates means what applies to your company can be completely different from what applies to a company two states over.

“Approximately 24% of job postings in states with active pay transparency laws remain non-compliant.”
— Federal Reserve Bank of New York / Lightcast, 2025
18+
US states plus DC have active pay transparency posting requirements as of 2026. Delaware activates in 2027.
Remote hiring multiplies the complexity
A nationwide remote posting can trigger California, Colorado, and Washington requirements simultaneously — regardless of where your company is based. The applicability rules differ for each.
Thresholds are not uniform
New York applies at 4 employees. Minnesota at 30 employees in Minnesota. Hawaii at 50. The same company can be covered in one state and exempt in another.
Laws keep changing
Connecticut becomes a proactive posting law October 1, 2026. Virginia activated July 2026. Maine activated July 2026. Keeping track requires active monitoring, not a one-time check.
Built on Evidence

Human-reviewed compliance intelligence.
Not a dashboard to check.

⚖
50-state coverage
All 50 states plus DC tracked. Active laws, pending legislation, and monitoring-only states all maintained.
✓
Human-reviewed law records
Every law record is sourced from official state material and reviewed by a human analyst before being used in any client determination.
◈
Client-specific applicability
Not “here is what California requires.” “Here is what California requires for your company given your 45 employees and remote hiring in Colorado.”
✉
Two-pass QA before delivery
Every client brief passes automated checks and a human review checklist before it leaves WageNexus. Nothing is sent unreviewed.
📄
Evidence trail
Every finding traces to a source document with URL, retrieval date, and human approval. Maintained as a defensible record.
◉
Remote-work aware
Applicability engine handles CA/CO/WA remote posting triggers, NY/IL supervisor location rules, and physical presence tests separately.
☆
No guessing
WageNexus briefs are grounded only in stored, approved law records. No invented claims, no speculative language.
🇺🇸
US company
WageNexus is a service of TecAspire LLC, a Wyoming registered US company. Invoiced and operated under US law.
How to Engage

Engage at the level
your situation requires.

Not every company needs a monthly subscription. WageNexus supports multiple paths depending on what you actually need right now.

One-Time
Compliance Review
Want to know where you stand before your next hire? WageNexus reviews your company profile, maps applicable requirements, and delivers a structured compliance report. No subscription required.
Applicable laws · Posting requirements · Identified gaps · Recommended actions · Compliance matrix
Request a Compliance Review →
Posting Check
Check Before You Publish
Submit a job posting and WageNexus checks it against applicable state requirements. Findings are specific and evidence-backed — not a generic compliance checklist.
Per-state result · Pass / fix / review · Evidence chain · Specific recommended action
Check a Job Posting →
Ongoing
Monitoring & Briefs
For companies hiring continuously or across multiple states. WageNexus monitors relevant jurisdictions, delivers monthly plain-English compliance briefs, and alerts you when something requires action.
Monthly brief · Law change alerts · Posting scans · Applicability tracking · Evidence trail
Explore Monitoring Plans →
Not sure which fits?
State Coverage

All 50 states tracked.
18+ with active laws.

Active laws, pending legislation, and monitoring-only states are all maintained. New laws are added as they are enacted.

CA
California
NY
New York
CO
Colorado
WA
Washington
IL
Illinois
MA
Massachusetts
MD
Maryland
NJ
New Jersey
MN
Minnesota
HI
Hawaii
CT
Connecticut
NV
Nevada
RI
Rhode Island
VT
Vermont
ME
Maine
VA
Virginia
DC
Washington DC
DE
Delaware
Active law — posting requirement
New in 2026
Enacted — not yet effective (DE: September 2027)
Plus all remaining states monitored for legislative activity. *Federal Reserve Bank of New York / Lightcast 2025.

Not sure where you stand?
Let’s find out.

Tell us about your company. We will review your states, headcount, and remote hiring situation and give you an honest answer about what applies — and whether WageNexus is the right fit.

The Process

How WageNexus works.
End to end.

A managed intelligence service — not self-serve software. Here is exactly what happens from first contact to ongoing monitoring.

Phase 1 — Understand Your Situation
01
◎
Company Profile
We document your company size, HQ state, all operating states, remote hiring patterns, and active job families. This profile is the foundation for all applicability determinations. Without accurate profile information, applicability cannot be determined correctly.
02
⚖
Applicability Determination
We run your profile against our law registry — checking employee thresholds, state presence, and remote posting applicability. Every determination is documented with the specific rule that triggered it. Not every law applies to every employer — we determine what actually applies to you.
03
✦
Baseline Posting Review
We review your active job postings against applicable requirements and produce an initial compliance status report. This becomes your documented starting point — a record of where you stood before ongoing monitoring begins.
Phase 2 — Ongoing Intelligence
04
◈
Law Monitoring
WageNexus tracks legislative updates from official state sources and verified legal publications. Every change is reviewed by a human analyst before entering the registry — not automated and not unverified. This is what keeps your compliance picture current.
05
⊕
Impact Assessment
When a law changes, we run it against your profile. If it affects you, you are notified. If it does not — because you are below threshold or not in that state — that determination is documented too. The “no action required” confirmation is as important as an alert.
06
✉
Brief Delivery
A plain-English compliance brief, reviewed and approved through a two-pass QA process before sending. What changed. Whether it affects you. What to do. If nothing material changed this month, the brief confirms that clearly. Nothing is sent unreviewed.
The Evidence Trail
1
Official Source
State legislation or official agency guidance with URL and retrieval date
2
Law Record
Extracted, validated, and human-approved before entering the registry
3
Client Determination
Applicability assessed against your specific company profile with documented reasoning
4
Brief Delivery
Plain-English findings grounded only in approved law records — nothing invented
Every finding in a WageNexus brief traces back to a source document with a URL, retrieval date, and human reviewer approval. This evidence chain is maintained as a defensible record — the kind of documentation that matters when a regulator or employment attorney asks how you determined your compliance obligations.
Important: WageNexus provides compliance intelligence, not legal advice. Nothing produced by WageNexus constitutes legal advice or creates an attorney-client relationship. Our service helps you understand what pay transparency laws exist and which may apply to your company based on documented criteria. We are not a law firm. For legal advice specific to your situation, consult a qualified employment attorney.
Pricing

Engage at the level
your situation requires.

Not every company needs a monthly subscription. We support one-time reviews, posting checks, and ongoing monitoring — depending on what you actually need.

Service Options
One-Time
Compliance Review
A structured review of your company profile and applicable requirements. Delivered as a written report with your compliance matrix, identified gaps, and recommended actions. No subscription required.
Flat fee · Contact for quote
Request a Review →
Per Check
Job Posting Check
Submit a posting before you publish. WageNexus checks it against applicable state requirements and returns a per-state result — pass, fix, or review — with evidence and a specific recommended action.
Contact for current rates
Check a Posting →
Monthly
Ongoing Monitoring
For companies that want continuous law monitoring, monthly briefs, and posting scans as part of a managed service. Flat monthly rate. Cancel any time.
From $149 / month
Explore Plans →
Monitoring Plans
Jurisdiction Watch
$149
per month · cancel any time
For employers in 1–2 states who want reliable law monitoring and alerts without full brief service.
Monitoring for up to 2 states
Law change alerts within 48 hours
Quarterly compliance summary brief
1 job posting compliance check/month
Evidence trail maintained
Email support
Most Popular
Standard
$299
per month · cancel any time
For multi-state employers with active hiring who need monthly intelligence and posting compliance support.
Everything in Watch
Up to 6 states covered
Monthly plain-English compliance brief
Client-specific applicability analysis
3 job posting checks per month
Salary band register (10 roles)
Priority law change alerts
Email + video call support
Full Retainer
$549
per month · cancel any time
For growing employers with high hiring volume across many states who need comprehensive compliance support.
Everything in Standard
All active states covered
Unlimited job posting checks
Ad hoc law change alert briefs
Unlimited salary band register
24-hour priority response
Annual comprehensive compliance review
Flat monthly rate · No per-employee fees · No setup charges · First month includes onboarding and baseline compliance review ·

Common questions

Do I need a monthly subscription?
No. WageNexus supports one-time compliance reviews and individual posting checks for companies that want clarity without an ongoing commitment. The monitoring subscription is for companies that want continuous law watch and monthly briefs. Contact us and we will tell you honestly which fits your situation.
What states do you cover?
All 50 states plus DC are tracked. 18+ have active pay transparency posting requirements as of 2026: California, New York, Colorado, Washington, Illinois, Massachusetts, Maryland, Vermont, New Jersey, Connecticut, Nevada, Hawaii, Rhode Island, Maine, Minnesota, Virginia, DC, and others. Delaware activates in September 2027. Coverage is updated as new legislation is enacted.
How is this different from legal counsel?
WageNexus provides compliance intelligence — structured information about what laws exist, what they require, and how they may apply to your company. We do not provide legal advice or create an attorney-client relationship. Many clients use WageNexus to stay informed and engage their attorney only when specific legal judgment is required.
What if nothing changes this month?
Monitoring subscribers still receive a brief confirming no material changes affected their compliance status. That confirmation is itself valuable — it means someone watched the landscape on your behalf and nothing requires your attention this month.
Can I cancel?
Yes. Monthly plans with no minimum commitment. Cancel any time with 30 days notice. No annual contracts.
How do I pay?
We invoice monthly via email. Payment accepted via US bank transfer (ACH), wire transfer, or card. Invoices are issued by TecAspire LLC, a Wyoming registered US company.
Is this legal advice?
No. WageNexus provides compliance intelligence, not legal advice. All briefs and communications include this disclaimer clearly. For legal counsel, engage a qualified employment attorney in your jurisdiction.
Insights

Pay transparency
intelligence and research.

Sourced, verified, and regularly reviewed. Everything published here is grounded in official state legislation and documented government sources.

US Pay Transparency State Tracker

Last verified: September 2026 · Sources: Official state legislature records, employment law firm publications (Jackson Lewis, Ogletree, Littler, Morgan Lewis)
StateKey RequirementThresholdBenefits RequiredEffective
CASalary range in all job postings (good-faith estimate of pay upon hire). Pay data reporting to CRD annually for 100+ employers.15+ employeesNoJan 2023
COSalary range AND benefits description in all postings. Separate internal notice obligations.All employers (1+)YesJan 2021
NYSalary range in all job postings statewide. Job description required if one exists.4+ employeesNoSep 2023
WASalary range AND benefits description in all postings. 5-day cure window through July 2027.15+ employeesYesJan 2023
ILPay scale AND benefits description in postings. Existing employees notified of promotion opportunities within 14 days.15+ employeesYesJan 2025
MDWage range AND benefits description in all postings and before compensation discussions.All employersYesOct 2024
NJSalary range AND benefits description in all postings. Statute: N.J.S.A. 34:6B-23.10+ employees (20+ weeks)YesJun 2025
MNStarting salary range AND all benefits description. No open-ended ranges permitted.30+ in MinnesotaYesJan 2025
MAPay range in postings. 100+ employers also file annual pay data report.25+ employees (MA-based)NoOct 2025
HIHourly rate or salary range in job postings. Citation: HRS §378-2.8.50+ employeesNoJan 2024
VAWage or salary range in all postings. Salary history ban. 15-day cure window. No employer size threshold.All employers (1+)NoJul 2026 NEW
MEProspective range of pay in postings. Commission-only roles must state that. Recordkeeping required 3 years post-termination.10+ employeesNoJul 2026 NEW
DCMin/max salary range in postings. Healthcare benefit existence must be disclosed before first interview.1+ employeesHealthcareJun 2024
VTCompensation or range in postings. Commission/tipped roles have separate rules. Citation: 21 V.S.A. §495p.5+ employeesNoJul 2025
CTWage range on request through Sep 30 2026. Proactive posting + benefits requirement from Oct 1 2026 (PA 26-12).All employersFrom Oct 2026Oct 2026 CHANGING
NVWage range provided after applicant completes an interview. Not a universal posting requirement.All employersOn InterviewOct 2021
RIWage range on request from applicants. Also required at hire, on new position, and on request during employment.All employersOn RequestJan 2023
DESalary range AND benefits description in postings. Citation: 19 Del. C. §709C. Signed Sep 2025, effective Sep 2027.25+ employeesYesSep 2027 PENDING
This tracker is for informational purposes only and does not constitute legal advice. Requirements vary by employer size, role type, remote-work arrangement, and specific jurisdiction. Threshold counting methods differ by state. Always verify with official state sources or qualified legal counsel before making compliance decisions. WageNexus clients receive verified, client-specific applicability determinations as part of their service.

Research & Analysis

Regulatory Update
Connecticut Pay Transparency Changes October 1, 2026
Connecticut moves from a reactive disclosure law to a proactive posting requirement on October 1, 2026. Employers of all sizes must include salary ranges and benefits descriptions in job postings.
September 20264 min read
✓ Source verified · CT Public Act 26-12
State Guide
What Remote Employers Must Know About Pay Transparency in 2026
A nationwide remote posting can trigger California, Colorado, and Washington requirements simultaneously. The applicability rules differ for each state, and the remote employee’s physical location matters as much as where the company is based.
September 20266 min read
✓ Source verified
Research
24% of Job Postings in Covered States Remain Non-Compliant
Federal Reserve Bank of New York data found approximately one in four job postings in states with active pay transparency requirements does not include required salary information as of early 2025.
July 20265 min read
✓ Federal Reserve Bank of New York / Lightcast
🇺🇸 TecAspire LLC · Wyoming · USA

Built for employers
without compliance
teams.

WageNexus was built to solve a specific problem: US employers with 10–100 employees are legally obligated to comply with a growing patchwork of pay transparency laws — but have no practical way to monitor them continuously, determine what applies to their specific situation, or maintain the evidence trail that regulators expect.

Enterprise tools serve Fortune 500 companies with six-figure budgets. Self-serve tools give you a dashboard to remember to check. WageNexus turns complexity into a clear answer: which laws apply to your company, does your posting comply, and what changed since you last checked.

⚖
Intelligence over software
Every law record is human-reviewed. Every brief passes a two-pass QA gate before sending. We are a managed service, not a tool you need to remember to open.
◎
Evidence first
Every finding traces back to a source — official state records, verified publications, documented retrieval dates. Nothing is invented, inferred, or undocumented.
✦
Honest scope
WageNexus monitors US state pay transparency laws. We do not claim to cover all employment law or provide legal advice. We do one specific thing well.
WN
WageNexus is a service of TecAspire LLC, a Wyoming registered US company. We provide continuous monitoring, posting compliance checks, and responsive client support.
EntityTecAspire LLC
RegistrationWyoming, USA
ServicePay Transparency Intelligence
CoverageAll 50 States Tracked
Target Clients10–100 employees
Contactinfo@wagenexus.com
Contact

Start a conversation.
No obligation.

Tell us about your company and what you need. We will tell you honestly whether WageNexus is a fit and which engagement makes sense — one-time review, posting check, or ongoing monitoring.

✉
◎
Response Time
Within 24 hours on business days
⚖
Free Consultation
15 minutes · No obligation · Honest fit assessment
🇺🇸
Legal Entity
TecAspire LLC · Wyoming, USA
What to expect
We review your states, headcount, and remote hiring situation. We will tell you which laws likely apply, which engagement fits your needs, and what the next step looks like. If WageNexus is not the right fit, we will say so.
Message received. We will review your details and respond within 24 hours.
Something went wrong. Please email us directly at info@wagenexus.com
By submitting this form you agree to be contacted by WageNexus (TecAspire LLC) regarding your compliance inquiry. We do not share your information with third parties.