Maine Enacts New Pay Transparency and Recordkeeping Requirements

Maine has passed a new law (House Bill 18) that changes how employers handle pay information in job postings and employee records. The law takes effect July 13, 2026.

You can read the full bill here.

What employers need to know:

1. You now have to post pay ranges in job ads (for most employers)

If you have 10 or more employees, any job posting must include a pay range (what you expect to pay for the role).

A few key points:

• The range needs to be a realistic, good-faith estimate

• It can’t just be a random wide range

• If the job is commission-only, you just need to say that

This applies to both online job posts and other recruiting ads.

2. Employees can ask what their job pays

If an employee asks, you must tell them the pay range for their current position.

This is about transparency inside the workplace, not just during hiring.

3. You must keep pay records longer

All employers (no matter the size) must now keep records showing:

• Employee job titles over time

• Pay history for each role

And you need to keep those records:

• During employment

• And for 3 years after someone leaves

4. The state will be watching more closely

Maine is adding enforcement staff to the Department of Labor to make sure employers follow these rules. That means:

• More oversight

• More potential audits or investigations

• Less room for “we didn’t realize” mistakes

Why this matters:

This law is part of a bigger shift toward pay transparency. Practically speaking, it means:

• Job postings need more intention and clarity

• Pay decisions should be documented and consistent

• Employers should expect more questions about pay—internally and externally

If your job descriptions, pay ranges, or recordkeeping systems are messy right now, this is a good time to tighten things up before July!