Maine Enacts New Pay Transparency Law

Maine has passed a new pay transparency law (LD 54) that will require companies to include pay ranges in job postings and maintain detailed pay history records. This brings Maine in line with other states like California, New York, and Massachusetts that have already implemented similar requirements.

Beginning July 13, 2026, all companies with 10 or more workers must comply with the following obligations. Notably, the law does not clarify whether the 10-worker minimum threshold applies only to workers located in Maine or to the company’s total workforce.

• Include a prospective range of pay in all job postings (printed or electronic) posted by a company directly or through a third party that are open to applicants in the state of Maine,
• Provide the pay range for a Maine worker’s current position upon request,
• Maintain records of each worker’s pay history and position held during their service and for three years after separation.

The prospective “range of pay” refers to the forward‑looking compensation the company expects to use when setting wages for a position. This may include but is not limited to:

• An established pay scale the company uses for the role,
• A previously determined wage range assigned to the position,
• The actual wages of workers currently in equivalent positions,
• The budgeted compensation amount allocated for the position

The range of pay excludes compensation that is based solely on commission. While positions paid solely by commission are exempt from range disclosure, postings must clearly state that compensation is commission-only.

If the role is open remotely to anyone within the US, the job posting must have the pay range listed or specifically notate that the role is not available to candidates in the locations that have pay transparency requirements.

Maine has already allocated funding for a dedicated Department of Labor inspector to enforce these rules, so we can expect strict compliance oversight.

How to Prepare—and How TCWGlobal Can Help

As more states adopt pay transparency laws, it’s increasingly important for businesses to keep their protocols current and consistent across jurisdictions. Once Maine’s law takes effect, companies will need to ensure that all job postings include compliant pay ranges and that they are equipped to respond to worker requests for pay range information. Without strong internal processes, these requests, especially in high volume, can quickly become overwhelming. Combined with the law’s strict recordkeeping requirements, the administrative burden can be significant.

Navigating evolving employment laws can be particularly challenging for organizations with workforces spread across multiple states or operating internationally. This is where TCWGlobal’s services become invaluable. As a full-service Employer of Record, TCWGlobal supports businesses not only with payrolling and staffing, but also by managing compliance with state-specific requirements ahead of key deadlines.

For more information on pay transparency laws across the United States, check out our Pay Transparency Regulations by State Chart.