Virginia Mandates Specific Wage Ranges in Job Postings by July 2026
Effective July 1, 2026, Virginia employers will be required to disclose wage or salary ranges in all job postings and during compensation discussions. This new law, enacted via SB 215 / HB 636, also restricts inquiries into an applicant's salary history, aligning Virginia with a growing national trend towards greater pay equity and transparency.
Pay Transparency at Hire (July 2026)
Requires wage ranges in postings and restricts salary history inquiries for Virginia employers.
What those rules do as a Virginia shift is created.
Teambridge automatically incorporates Virginia's pay transparency requirements into your hiring workflow, ensuring compliance from the moment you post a job to the final offer.
Auto-populate Wage Ranges
When creating a job posting for Virginia, Teambridge prompts for and auto-populates a compliant wage or salary range, ensuring it's specific and meets statutory requirements.
Block Salary History Questions
Teambridge's applicant tracking system prevents hiring managers from including salary history questions in Virginia job applications or during interviews, mitigating potential violations.
Compensation Discussion Prompts
During direct compensation discussions, Teambridge provides automated prompts to ensure the disclosed wage range is consistent with the posting and discussed transparently with candidates.
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Virginia's Pay Transparency Law mandates specific wage disclosures and restricts salary history inquiries.
Effective July 1, 2026, Virginia employers must include a wage or salary range in all publicly advertised job opportunities and during any compensation discussions with applicants. This range must be specific and represent a good faith estimate of the compensation for the position. The law also prohibits employers from seeking an applicant's wage or salary history from the applicant or their former employers.
Virginia Code § 40.1-28.7:9 (effective July 1, 2026, per SB 215 / HB 636)
A. Every employer advertising a job opening or promotion shall include in the advertisement the wage or salary range for the position. The wage or salary range shall be a good faith estimate of the compensation for the position.
B. An employer shall not seek the wage or salary history of an applicant for employment or promotion from the applicant or from the applicant's current or former employer.
C. An employer shall provide the wage or salary range for a position to an applicant upon reasonable request by the applicant during the hiring process.
Scope and Specificity
The law applies to all employers in Virginia, regardless of size. The requirement for a "good faith estimate" of the wage or salary range means employers cannot provide an arbitrarily broad range. The range must reflect the actual compensation the employer expects to pay for the position, taking into account factors like experience, skills, and internal pay equity.
Impact on Hiring Practices
This legislation significantly alters hiring practices in Virginia. Employers must proactively determine and disclose compensation ranges, fostering greater transparency for job seekers. The restriction on salary history inquiries aims to combat wage discrimination by preventing past pay inequities from perpetuating into new roles. Employers should train hiring managers and recruiters on these new requirements to ensure full compliance.
Teambridge ensures your Virginia hiring process is compliant, automatically.
Teambridge integrates Virginia's pay transparency and salary history restrictions directly into your hiring workflows, from job posting creation to offer letter generation. Our system acts as an intelligent layer, guiding your team to compliance without manual checks or guesswork.
Automated Wage Range Prompts
When you create a new job posting for a Virginia-based role, Teambridge automatically prompts you to enter a specific, good faith wage or salary range, ensuring compliance with VA Code § 40.1-28.7:9(A) before the posting can be published.
Salary History Inquiry Blockers
Teambridge's applicant tracking system prevents the inclusion of salary history questions in application forms for Virginia positions and flags any attempts by hiring managers to inquire about past wages during interviews, aligning with VA Code § 40.1-28.7:9(B).
Consistent Range Disclosure
During the offer stage or any direct compensation discussions, Teambridge provides prompts to ensure the wage or salary range discussed with the applicant is consistent with the advertised range and offered upon request, fulfilling VA Code § 40.1-28.7:9(C).
Documented Compliance
All actions related to wage range disclosures and salary history inquiries are logged within Teambridge, providing a comprehensive audit trail for compliance verification and internal reporting purposes.
People also ask.
What is the effective date for Virginia's Pay Transparency at Hire law?
The law, enacted through SB 215 / HB 636, becomes effective on July 1, 2026. Employers should begin preparing their job posting and hiring practices well in advance of this date.
What does "good faith estimate" mean for wage ranges?
A "good faith estimate" implies that the wage or salary range provided must be a realistic and honest reflection of what the employer expects to pay for the position. It should be based on factors such as market data, internal pay scales, and the specific skills and experience required for the role, rather than an arbitrarily wide range.
Does this law apply to all job postings, or just external ones?
Virginia Code § 40.1-28.7:9(A) states "Every employer advertising a job opening or promotion shall include in the advertisement the wage or salary range." This language suggests it applies to both external advertisements and internal postings for promotions, ensuring transparency for all potential candidates.
Can employers still ask about salary expectations?
Yes, employers can still ask about an applicant's salary expectations. The law specifically restricts inquiries into an applicant's wage or salary history, not their future expectations. Asking about expectations can be a useful tool to gauge alignment with the advertised range.
Are there penalties for non-compliance?
While SB 215 / HB 636 does not explicitly detail specific penalties within its text, violations of Virginia wage and hour laws can lead to investigations by the Virginia Department of Labor and Industry (DOLI), potential fines, and civil actions. Employers should also note that HB 238, also effective July 1, 2026, introduces treble damages for knowing wage violations and expanded enforcement powers.
How does this law interact with Virginia's new wage statute restructuring?
The Pay Transparency at Hire law (SB 215 / HB 636) takes effect concurrently with Virginia's broader wage statute restructuring (HB 238) on July 1, 2026. HB 238 significantly strengthens enforcement mechanisms, including treble damages for knowing violations and expanded definitions, making compliance with all wage and hour rules, including pay transparency, even more critical for Virginia employers.