Virginia pay transparency law: new for July 2026
Last checked October 21, 2026, by Glenn at PostRight HR
Short answerSince July 1, 2026, Virginia employers of any size must include a pay range in all public and internal job postings. The law also bans asking applicants about their salary history.
Key facts
| Law | HB 636 / SB 215 (2026) |
|---|---|
| In effect since | July 1, 2026 |
| Who's covered | Employers with 1+ employees |
| Each posting must include | A pay range in all public and internal postings |
| Also required | No salary history questions |
| Cure period | 15 days after written notice |
| Penalties | $1,000 for a first violation, $5,000 after that |
How to get compliant
- Add ranges to internal postings too, like promotions and transfers. These are easy to miss.
- 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.
- Remove any salary history questions from your application and interview guides.
Not sure if your postings pass?
Send us your careers page link and get a free one-page snapshot within 2 business days. No sales call needed.
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.