With the July 29 deadline fast approaching, it’s time to prepare your hiring practices for Maine’s new pay transparency requirements. In April 2026, Governor Mills signed LD 54 into law, joining a growing number of states mandating that employers disclose compensation details upfront.  

As a staffing partner to businesses across Maine, we want to ensure you have the information needed to stay compliant and competitive in the talent market.

General Overview of the Law

Effective July 29, 2026, Maine employers with 10 or more employees must include a "prospective range of pay" in all internal and external job postings. This applies to recruitment done directly by your company or indirectly through a third party, such as a staffing agency or job board.

The law defines a pay range as the minimum and maximum wages you anticipate relying on when setting compensation for a role. This can be based on an existing pay scale, a budgeted amount, or the actual range of wages for those currently holding equivalent positions.

In addition to job postings, the legislation introduces new recordkeeping requirements and grants current employees the right to request the pay range for their own position.

Frequently Asked Questions

Can we list a starting salary with an open-ended upper limit, such as "Starting at $75k+"?

No. The law specifically requires a "range of pay," meaning you must provide both a minimum and a maximum figure. Open-ended phrasing like "$75,000+" or "up to $75,000" does not satisfy the requirement. The range should reflect the actual spread you expect to offer based on the candidate's experience or the budgeted amount for the role.

How do we handle roles with bonuses or commission structures?

If a position is compensated solely on commission, you are exempt from posting a pay range; however, the job posting must explicitly state that the compensation is commission-only.

For roles that include a base salary plus commission or bonuses, you must provide the range for the base salary. The Maine statute does not explicitly require you to detail the exact bonus structure or commission rates in the posting. However, simply stating the base range and adding "+ bonus” or “+ commission” is a best practice to keep your posting compliant while clearly communicating the earning potential to candidates.

Does this law apply to internal job postings and promotions?

Yes. The definition of a "posting" under the new law broadly covers solicitations intended to recruit applicants for a specific position. This includes both external advertisements and internal postings for transfers or promotions.

What obligations do we have to our current employees?

Beyond job postings, you must provide transparency internally. If a current employee requests the pay range for the position they currently hold, you are legally required to disclose it to them.

Are there new recordkeeping requirements?

Yes. Regardless of your company size, you must now maintain a record of each position an employee holds and their pay history in each role. These records must be kept for the entire duration of their employment, plus an additional three years after their employment ends.

Does the 10-employee threshold only count employees located in Maine?

The statute does not explicitly specify whether the 10-employee minimum is limited to Maine residents or applies to your total company headcount. Until the Maine Department of Labor issues further guidance, multi-state employers are advised to take a conservative approach and count their total workforce toward the threshold.

Navigating these regulatory shifts can be complex, but adjusting your job postings now ensures a smooth transition before the effective date. If you need assistance structuring your compensation ranges or have questions about how this impacts your current hiring strategy, the Springborn Staffing team is here to help.

The Maine Department of Labor is expected to release official guidance and FAQs shortly. We recommend bookmarking the MDOL's Bureau of Labor Standards page for future updates.