Virginia Bans Salary History Questions, Mandates Pay Ranges in Job Listings
Virginia enacted laws on April 22, 2026, banning salary history questions and requiring pay range disclosure in job postings, effective July 1, 2026.
Why it matters: Virginia employers must overhaul hiring processes and update all job postings or risk employee lawsuits and financial penalties. Legal and HR teams face new compliance burdens as the state joins others with sweeping pay transparency and anti-discrimination rules.
- Gov. Abigail Spanberger signed HB 636 and SB 215 into law on April 22, 2026.
- From July 1, 2026, Virginia employers may not request or use a candidate's salary history.
- All job postings—internal and external—must clearly disclose a good faith pay range.
- Employees can sue for $1,000–$10,000 or actual damages per violation, plus attorney fees.
- Laws align Virginia with pay transparency requirements recently passed in Colorado, New York, and California.
Virginia legal and HR teams face new compliance tasks after Gov. Abigail Spanberger signed HB 636 and SB 215 on April 22, 2026. The new laws will take effect July 1, 2026.
- Employers cannot seek, use, or rely on applicants’ wage or salary history when making employment or compensation decisions. This includes verbal and written communications, as well as third-party recruiters.
- Every job posting and promotion opportunity must include a "good faith" wage or salary range—meaning the pay range the employer genuinely expects to pay for the role, based on current pay scales, similar positions, or budgets.
- Employees or job applicants who believe their rights are violated can sue in state court for the greater of $1,000–$10,000 per violation or actual damages. Courts may also award attorney fees and costs to successful claimants.
- Legal teams must advise HR and hiring managers to update all job templates and policies, train managers, and document pay range rationales to limit exposure.
Virginia follows states like Colorado, California, and New York, where pay transparency and salary history bans have become standard. Supporters say the changes target wage gaps, while business groups warn that rapid compliance timelines could burden smaller employers.
By the numbers:
- $1,000–$10,000 — statutory damages for proven violations, plus attorney fees
- July 1, 2026 — date new wage disclosure and salary history rules take effect
- 2 — Democratic-sponsored bills signed: HB 636 and SB 215
Yes, but: Rapid implementation may challenge employers with fewer resources and systems for compliance.
What's next: Virginia Department of Labor and Industry will issue compliance guidance ahead of the July 1, 2026 effective date.