Effective July 13, 2026, Maine has enacted House Bill 18, expanding employer obligations related to pay transparency and compensation recordkeeping. The law creates a new section, 26 M.R.S.A. § 622‑A, requiring greater disclosure of pay ranges in job postings and upon employee request, while also requiring expanded retention of employee pay history records.
New Disclosure Obligations for Job Postings and Employees
Under H.B. 18, employers with 10 or more employees must now include the prospective pay range for a position in all job postings, unless the position’s compensation is based solely on commission. The pay range must represent the employer’s good-faith expectation of the compensation for the role at the time of posting. In addition to external recruiting disclosures, the law also provides employees with expanded access to compensation information: employers must disclose the pay range for a position upon request by an employee who holds that position, enhancing transparency within the existing workforce.
Expanded Recordkeeping Requirements
H.B. 18 also imposes new compensation record‑retention obligations on all employers, regardless of size. Employers must maintain records documenting each employee’s job positions and corresponding pay history for the duration of employment and for three years following termination. These records are intended to facilitate enforcement, support employee inquiries, and enable the Department of Labor to assess compliance with pay‑equity and transparency laws.
Enforcement and Employer Impact
To support enforcement of the new requirements, the legislation includes appropriations for an additional Labor and Safety Inspector position within the Maine Department of Labor, signaling increased oversight and audit activity once the law takes effect. Employers that fail to comply with the posting, disclosure, or record‑retention requirements may face investigation and enforcement actions by the Department.