Florida has no statewide pay transparency law. A lot of business owners stop reading right there and figure they're off the hook. They're not.
The Map Has Changed
As of 2026, 18 states plus Washington D.C. have active pay transparency laws on the books. That list includes Colorado, New York, California, and Illinois. These laws generally require employers to disclose salary ranges in job postings, during interviews, or upon an applicant's request. Some go further and require disclosure of bonuses and full compensation packages.
If you post a job on Indeed, LinkedIn, or any national job board and a candidate in Colorado or New York applies for it, you may already be required to include a salary range in that posting. Your company doesn't have to be headquartered in those states. The candidate's location can trigger the requirement.
Remote Hiring Makes This More Complicated
This is where Florida business owners get tripped up. If your job posting could reasonably attract applicants in a pay transparency state, and many remote roles can, some state laws require you to disclose pay ranges regardless of where your company sits. California and New York are two of the strictest. If you're hiring for a remote role and posting it publicly, you need to know where that posting is visible and what laws apply.
The safest approach is to include a salary range on any remote job posting you publish nationally. It protects you in the states that require it, and it helps you attract candidates faster by filtering out people whose salary expectations don't match yours.
What Pay Transparency Actually Requires
The specifics vary by state, but the most common requirements include:
Including a salary range or pay scale in job postings. Some states require this for all postings. Others only kick in when an applicant asks.
Disclosing pay ranges to existing employees when they are being considered for promotions or transfers in certain states.
Removing salary history from the hiring conversation. A growing number of states ban employers from asking candidates what they made at their last job and from using that information to set starting pay.
What You Should Do Right Now
Pull up your last three job postings. Did any of them go out on a national job board? Were they open to remote candidates? If the answer to either question is yes, check which states those postings could have reached and whether any of them have disclosure requirements.
If you have employees working remotely in other states, take 30 minutes to confirm what pay transparency laws apply where those employees are located. This is not a long compliance project. It's a quick audit that most business owners haven't done.
Florida may not require you to post salary ranges today. But the law in the state where your next hire works might. And compliance that hinges on where you happen to be headquartered is not a strategy worth betting on.
Are your job postings ready for the states your candidates are actually living in?
Want help making sure your job postings and hiring process are compliant no matter where your candidates are? Schedule a free 30-minute discovery call with Ricky Baez at baezco.com/contact-us.