New Maine Pay Transparency Law: Updated 2026

Running a small business in Maine often feels like you are just trying to stay on top of a moving target of compliance requirements. And just recently, another one has been passed.

On April 24, 2026, Governor Janet Mills signed LD 54 into law, making Maine the latest state to require employers to disclose pay ranges in their job ads. For business owners and HR managers, this is a real change to how you advertise open positions and keep records on your team. It is also one more thing on the compliance plate.

In this article, we will break down what the new law actually says, who has to follow it, when it takes effect, and what you should be doing now to get ready. Let's begin.

Key Takeaways from this Article

• Maine's new pay transparency law (LD 54) was signed by Governor Mills on April 24, 2026, and takes effect roughly 90 days after the legislature adjourns its session, which is expected to land in late July 2026.
• Employers with 10 or more employees must include the prospective range of pay in any job posting, whether it is online, in print, posted directly, or posted through a third party.
• Covered employers must also disclose the pay range for an employee's current position when that employee asks for it.
• Employers must keep records of each position an employee has held and their pay history during their employment, plus three years after they leave the company.
• Maine has funded a dedicated Department of Labor inspector to enforce the new law, so compliance is not optional.

Overview: New Pay Transparency Law

LD 54 is a new section of Maine law that changes how employers handle pay information in three different ways: in job postings, in conversations with current employees, and in your internal records.

Up until now, Maine had very limited rules around pay transparency. Employers had to give a working day's notice before cutting pay and 30 days' notice before changing pay periods and could not retaliate against employees for discussing wages in connection with the Maine Equal Pay Act.

LD 54 changes the playing field. The law has three main pieces:

1. Job postings: Employers with 10 or more employees must include the prospective range of pay in every job posting.
2. Disclosure on request: When a current employee asks, employers must tell them the pay range for the position they currently hold. Employers of all sizes.
3. Recordkeeping: Employers must keep records of each position an employee has held and their pay history during their employment and for three years after they leave. Employers of all sizes. 

The state has also funded a brand-new Labor and Safety Inspector position to enforce these rules. That is a clear signal that Maine plans to take this seriously.

The law takes effect roughly 90 days after the Maine Legislature adjourns its session, which is expected to be in late July 2026. So now is the time to get your job postings, your HR records, and your internal processes ready.

What if an Employer has 10+ Employees?

If your business has 10 or more employees, every solicitation you put out for an open position, whether it is on Indeed, on your website, on a print flyer, or posted by a recruiter on your behalf, must list the prospective range of pay you expect to offer.

The law defines a range of pay as the range you anticipate using to set wages for the position. That can be based on:

• A pay scale you already use
• A previously determined range of wages for the role
• The actual range of wages your current employees in that role are earning
• The budgeted amount for the position

If a position is paid only through commission, the range of pay rule does not apply, but your posting must clearly say the role is commission only.

One thing worth flagging: the law itself does not say whether the threshold of 10 employees applies only to your Maine workforce or your total headcount across all states. If you are a multistate employer or a company headquartered outside Maine that hires Mainers, this is worth a conversation with your attorney.

Beyond the posting requirement, employers also need to be ready for two other obligations from this law regardless of employee count. First, when one of your current employees asks what the pay range is for the role they hold, you have to tell them. Second, you must maintain records of each position your employees have held, along with their pay history, for the duration of their employment and for three years after they leave.

For some businesses, the recordkeeping piece will mean updates to existing systems. If your payroll provider already tracks wage history and position changes, you are likely most of the way there.

FAQs: Maine Pay Transparency

Will this affect remote job postings?

The law does not specifically address remote work. However, if you are advertising a remote position that is open to candidates in Maine, the safest approach is to assume the law applies. Many employers in similar situations choose to include a pay range on every remote posting to stay clear of issues across multiple state laws.

Are there penalties for not following the law?

The law itself does not spell out specific dollar amounts for violations. However, Maine has funded a dedicated Department of Labor inspector position to enforce LD 54, which suggests the state plans to act on complaints. Expect enforcement through the Maine Department of Labor's existing wage and hour framework.

Does the pay range have to be exact?

No. The law says the range must reflect what the employer anticipates relying on to set wages for the role. As long as your posted range honestly reflects your pay scale, your existing wages for similar roles, or your budget for the position, you are within the spirit of the law. Posting an unreasonably wide range just to check the box, such as $30,000 to $300,000, is not what the law is asking for and could draw scrutiny.

What if I am a small business with fewer than 10 employees?

The job posting requirement only applies to employers with 10 or more employees, so smaller businesses are not required to include pay ranges in their job ads. That said, voluntarily posting ranges can help you compete for talent, especially as more applicants come to expect this information up front.

How does Maine's law compare to other states?

Maine's threshold of 10 employees is more inclusive than Massachusetts, which applies at 25 employees, but less so than New York, which applies at 4 employees. The basic framework, requiring a range of pay in postings and disclosure on request, lines up with most other states that have passed similar laws.

Conclusion

Maine's new pay transparency law is a meaningful shift for businesses across the state. While it adds another layer of compliance to think about, the actual requirements are clear and manageable once you know what to do. Update your job postings, get your records in order, and be ready to talk pay ranges with employees who ask.

Written: May 2026

Written by: Chris Cluff