Maine pay transparency law: new for July 2026
Last checked October 21, 2026, by Glenn at PostRight HR
Short answerSince July 29, 2026, employers with 10 or more employees must include a pay range in job postings for jobs that can be done in Maine, including postings by third parties like recruiters and job boards.
Key facts
| Law | LD 54 |
|---|---|
| In effect since | July 29, 2026 |
| Who's covered | Employers with 10+ employees |
| Each posting must include | A pay range |
| Third-party postings | Covered |
| Remote jobs | Covers jobs that can be performed in Maine |
| Enforcement | Maine Department of Labor |
How to get compliant
- List every live posting on your careers page, including remote and internal ones.
- Add a good-faith pay range to each one. Use the range you'd really offer a strong candidate today, not a padded one.
- Add a short benefits summary where the state requires it.
- Update the posting template itself so new roles start out compliant.
- Re-check monthly, since new postings and edits are where most gaps come back.
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Get my free snapshotSource: Clockspot, Pay Transparency Laws by State (fact-checked May 25, 2026). Laws and enforcement change often. Check the state's labor department or your employment counsel before relying on this for a legal decision.