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Vermont Passes Pay Transparency Law 

Vermont is joining the growing list of states and localities to require pay ranges in job postings. Effective July 1, 2025, Vermont employers with five or more employees must include a pay range in any written advertisement whether for external or internal candidates for: 

  • A position that is physically located in Vermont; or 
  • A remote role that will predominately perform work for a Vermont-based office or work location. 

Advertisements must include the minimum and maximum annual salary or hourly wage for a job opening the employer expects in good faith to pay for the advertised job at the time the employer creates the advertisement. Commissioned-based positions simply need to state the position is commission-based and tipped positions must disclose that it is a tipped position and provide the base wage or range. 

The law does not consider job advertisements to be general announcements that notify potential applicants that employment opportunities may exist with the employer but do not identify any specific job openings; or verbal announcements of employment opportunities made in person or on the radio, television, or other electronic mediums. 

Next Steps 

Additional guidance will be forthcoming regarding this law from the Vermont Attorney General’s Office before the effective date. In the interim, covered employers can take steps to prepare for compliance by examining their compensation practices to ensure that wage ranges for open positions are in line with industry and market data for competitiveness and retention of employees. Employers will also need to review and update their job postings and their employment applications, recruitment, and screening practices to ensure that no inquiries are made about prior salary history.   

It is recommended that employers train hiring managers and recruiters to ensure they do not inquire about prior salary history and that they properly respond to any questions or documentation related to wage information.    

Multistate employers should be mindful of any additional obligations they may have under various state-specific wage disclosure and salary history laws.  

How HR Works Can Help 

HR Works offers comprehensive compensation and benchmarking services. Virtual HR Helpline subscribers receive five free benchmarks each year (with the option to purchase the additional benchmarks for a fee). Current Virtual Helpline subscribers can contact the helpline at hrhelp@hrwork-inc.com or 1-888-668-1271 for additional assistance. Non-subscribers who would like to learn more about these services and how to leverage our compliance expertise and support, may contact us at info@hrworks-inc.com or call 1-877-219-9062.  

HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.