Wage Transparency Law Changes in Virginia and Maine
Wage Transparency Law Changes in Virginia and Maine
By: Tais Araujo
Virginia (effective July 1, 2026) and Maine (LD 54, effective July 29, 2026) are the latest states to require salary ranges in job postings, joining a growing list of jurisdictions in the US. For PERM cases, this creates compliance questions that go beyond the state laws themselves.
PERM postings already carry a wage requirement tied to the Prevailing Wage Determination. This wage must be consistent across every recruitment source used during the recruitment period. Wage transparency laws add a second, state-specific disclosure requirement on top of the PWD wage requirement, often on the same postings.
In practice, salaries can easily become misaligned on different ad postings. Usually, this happens when an employer’s standard job board template runs a generic salary band across all openings, while the PERM-specific posting reflects the actual PWD wage. If recruiting and immigration counsel aren’t coordinating on the exact figure used across every source, this inconsistency becomes visible in the recruitment record. This often draws unnecessary scrutiny in an otherwise clean case.
As more states adopt these wage transparency laws, this cross-check matters more for a greater share of ad postings. PERM cases that run recruitment in wage transparency states must confirm that each posting reflects the PWD wage exactly, rather than simply a rounded number or the standard internal range.
Reach out to Park’s PERM team if you have additional questions at [email protected]!
Helpful Resources Include for Virginia and Maine Include:
- Wage Transparency Information for States that Require Salary in Ad Texts
- Virginia:
- HB636 – 2026 Regular Session | LIS (lis.virginia.gov) 40.1-28.7:12(B)(5)]Code of Virginia § 40.1-28.7:12: https://law.lis.virginia.gov/vacode/title40.1/chapter3/section40.1-28.7:12/
- Maine: