Maine's new pay transparency law took effect July 29, 2026. Employers with 10 or more employees must include the anticipated pay range in every advertisement for an available position. Current employees may request the pay range for their own position, and employers must keep records of employee positions and pay history during employment and for three years after separation. The law is LD 54, administered by the Maine Department of Labor.
If you have posted a job in Maine since July 29 without a pay range and you employ 10 or more people, that posting does not meet the new requirement.
Current as of September 2026.
Who the Law Applies To
The requirement applies to employers with 10 or more employees. Smaller Maine employers are not covered by the advertising requirement, though including a range remains a practical advantage — postings with compensation information consistently draw more applicants.
What You Have to Include
An anticipated pay range in the advertisement itself. Not "competitive," not "depends on experience," not a figure supplied later in the process. The range goes in the posting where a candidate can see it before applying.
A range is acceptable. The law refers to the anticipated pay range for the position, which preserves room to negotiate within it and to account for experience.
The Two Requirements Employers Are Missing
Current employees can ask. The law also gives existing employees the right to request the pay range for their own position. That's a conversation many Maine employers have not prepared for, and it applies whether or not you are currently hiring.
You have to keep records. Employers must maintain records of employee positions and pay history during employment and for three years after the employee leaves. If those records live in a payroll system you would lose access to after cancelling, or in a former manager's spreadsheet, that is a gap worth closing now rather than during an inquiry.
Why This Arrived Now
LD 54 was one of a series of Maine labor laws that took effect July 29, 2026. Labor Commissioner Laura Fortman framed the package around workers knowing what a job pays, understanding when they are being monitored, and pursuing opportunities without unreasonable restrictions — and around giving employers clearer rules so businesses that follow the law are not placed at a competitive disadvantage.
The same package strengthened the Bureau of Labor Standards' authority to investigate violations, inspect records, issue subpoenas and order remedies including unpaid wages, damages and civil penalties. Enforcement capacity increased at the same time the obligations did.
Other Changes That Affect Hiring
Surveillance notice during hiring. LD 61 requires employers using covered electronic monitoring to notify prospective employees during the hiring process, and to give current employees annual written notice. It also limits audiovisual monitoring in employees' homes, personal vehicles and personal property, and allows employees to decline installing employer surveillance apps on their own devices. If you monitor company devices or vehicles, the notice obligation now begins at recruitment.
Health care noncompetes are prohibited. LD 2200 bars employers from requiring noncompete agreements for health care practitioners. For Maine's largest employment sector, this materially changes what you can ask a clinical hire to sign. See Maine non-compete rules.
Substance use testing rules changed. LD 2110 requires Medical Review Officers in applicable circumstances, authorizes rapid oral fluid screening for qualifying employers, brings breath alcohol testing into the statute, and revises reasonable suspicion standards. If you test applicants, your written policy likely needs review.
What to Do This Week
Check your live postings. Any advertisement running now without a pay range needs one if you employ 10 or more people.
Set the range before you write the posting, not after. The most common practical problem isn't disclosure, it's that many small employers have never formalized what a role pays. Decide the band first.
Look at what your current employees earn in the same role. Publishing a range for a job your existing staff already do is how internal pay questions surface. Better to know before the posting goes live.
Confirm your records reach three years past separation.
Use the free compliance classes. The Bureau of Labor Standards runs free Wage & Hour Compliance classes covering wage and hour law, earned paid leave, child labor and workplace posters. The Department also recorded a July 16 webinar covering these changes. Details at maine.gov/labor/bls, or call the Bureau at 207-623-7900.
Frequently Asked Questions
Does Maine require pay ranges in job postings?
Yes, as of July 29, 2026. Employers with 10 or more employees must include the anticipated pay range in advertisements for available positions.
When did Maine's pay transparency law take effect?
July 29, 2026, under LD 54.
Does the law apply to small Maine businesses?
The advertising requirement applies to employers with 10 or more employees. Smaller employers are not covered by it.
Can I post a range instead of an exact salary?
Yes. The requirement is to disclose the anticipated pay range for the position.
Can current employees ask what their position pays?
Yes. The law gives current employees the right to request the pay range for their position.
How long must Maine employers keep pay records?
During employment and for three years after the employee separates.
What other Maine labor laws changed in July 2026?
The same package included new electronic surveillance notice requirements, a prohibition on noncompete agreements for health care practitioners, modernized substance use testing rules, expanded Bureau of Labor Standards investigatory and enforcement authority, and changes to self-insured Paid Family and Medical Leave plans.
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This page summarizes publicly available information about Maine laws effective July 29, 2026, for general purposes and is not legal advice. Verify requirements with the Maine Department of Labor's Bureau of Labor Standards and consult an attorney about your situation.