To check job postings for salary ranges and state pay transparency rules, identify where a job may be performed, confirm which state laws apply, and compare each active posting against the approved corporate version. Having a correct salary range on a company careers page does not excuse a missing or inaccurate range on an external job board.
Illustrative example: The employer and details below are fictional and do not describe an actual client, engagement, or result.
Suppose an employer meets the coverage thresholds in both Minnesota and Massachusetts. The Minnesota payroll specialist posting lists a salary range of $60,000–$75,000 alongside benefits on the company careers page. However, an external job board listing shows $60,000–$80,000 and omits benefits entirely. For a separate Massachusetts role, the main company page lists a valid range, but a recruiter’s external advertisement does not.
This discrepancy highlights why checking only the primary company website is insufficient. Minnesota law covers employers with 30 or more employees at one or more state sites, requiring each posting to include the starting salary range and a general description of benefits (Minn. Stat. § 181.173, 2025). If an employer does not offer a range, a fixed pay rate must be listed; open-ended ranges are prohibited. Massachusetts requires covered employers with 25 or more employees to disclose pay ranges in job postings, a requirement that took effect on October 29, 2025 (Massachusetts Attorney General’s Office, n.d.). These are regional examples rather than a determination of coverage for any specific employer.
Practical Compliance Steps
- Confirm where the job may be performed: Evaluate whether the role is based at a single worksite, spans multiple states, or is remote. Do not assume “remote” applies universally without verifying state-specific rules.
- Find the approved range: Verify that the range for the specific job and location is current and authorized. For Minnesota, ensure the mandatory benefits description is attached.
- Compare every active copy: Review company career pages, job boards, recruiter ads, and social media postings side by side. Discrepancies confuse candidates and risk compliance.
- Correct live versions immediately: Reopen public links to verify updates. A simple email request to a recruiter does not prove an ad has been modified.
- Maintain an audit trail: Use a tracker logging URLs, review dates, correction owners, and approved ranges. Set recurring review reminders to prevent older copies from slipping through the cracks.
Key Question to Ask: Does every active posting display the approved range and mandatory location-specific details? Compare, correct, and verify the live public result.
Rize with Clarity. Lead with Confidence.
References
Massachusetts Attorney General’s Office. (n.d.). Pay transparency in Massachusetts. Mass.gov. https://www.mass.gov/info-details/pay-transparency-in-massachusetts
Minn. Stat. § 181.173. (2025). Salary ranges required in job postings. Office of the Revisor of Statutes. https://www.revisor.mn.gov/statutes/2025/cite/181/full
Disclaimer: RizeHRAdvisory™ shares educational information about human resources, payroll, compliance, and workplace operations. These materials are for general information and discussion only and do not constitute legal, tax, accounting, or individualized HR advice. Laws vary by jurisdiction and change over time. Always consult qualified legal professionals regarding your organization’s specific obligations.
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