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High riskPay transparency

Do you have to post a salary range in Rhode Island job postings?

Not in the posting itself — as of this writing, Rhode Island's Pay Equity Act does not require a salary range in the job ad. But it generally does require you to give the wage range to any applicant who asks, and to every employee at hire, on a move to a new position, and on request during employment.

Rhode Island took the "on request" path instead of a posting mandate. The state's Pay Equity Act, in effect since January 1, 2023, rewrote the wage discrimination chapter of Rhode Island law (R.I. Gen. Laws ch. 28-6) and added a wage range disclosure duty at section 28-6-22. The range does not have to appear in the ad — but it must be handed over at specific moments, and the statute says employers should share it with applicants before compensation is discussed at all.

That creates a quiet trap. Because there is no posting requirement, small teams often assume Rhode Island has no pay transparency rules. In fact the Act applies to employers of every size, and the riskiest lines in a Rhode Island posting are usually old habits: asking candidates for salary history — which the Act restricts — or promising pay "commensurate with experience" while the hiring team has no range ready when an applicant asks for one.

Enforcement sits with the Rhode Island Department of Labor and Training (DLT), which can assess graduated civil penalties, and applicants and employees can also sue directly. The Act's no-penalty grace period ended December 31, 2024, so penalties are now on the table — though the tiers are capped and analyses note DLT and courts weigh good faith and whether a violation was an innocent mistake. Confirm current rules with counsel.

Risky phrasing

“Competitive salary, commensurate with experience. Please include your current salary and full salary history with your application.”

Compliant rewrite

Pay: $52,000–$64,000 per year, depending on experience. We'll share the wage range for this role with any applicant on request, at any stage — and we never ask for salary history.

The law at a glance

Law
Rhode Island Pay Equity Act (amendments to the Wage Discrimination Based on Sex chapter)R.I. Gen. Laws § 28-6-22 (within ch. 28-6, as amended effective 2023)
In effect
January 1, 2023
Who’s covered
All employers with employees in Rhode Island — the wage range disclosure duty sets no minimum-employee threshold, so it reaches small businesses and HR-of-one teams as well as large companies.
Penalties
Civil penalties run up to $1,000 for a first violation, up to $2,500 where there has been one prior violation within five years, and up to $5,000 where there have been two prior violations within seven years, assessed by the Rhode Island Department of Labor and Training. Separately, applicants and employees who sue can generally seek compensatory damages or special damages of up to $10,000, plus equitable relief and attorneys' fees.

What that means for a posting

  • Give any applicant the wage range for the position they applied to whenever they ask — and, per the statute's own guidance, share it before compensation is discussed.
  • Provide every new hire the wage range for their position at the time of hire, without waiting for a request. (A separate 2025 amendment to Rhode Island's wage-payment law also requires a broader written notice of key employment terms for employees hired on or after January 1, 2026.)
  • Provide the wage range again, unprompted, when an employee moves into a new position.
  • Provide a current employee the wage range for their own position any time they ask during employment.
  • Do not seek an applicant's salary history, and do not rely on past pay when deciding whether to consider or hire them or what to offer.
  • Do not refuse to interview, hire, or promote — or otherwise retaliate against — anyone because they asked for a wage range or declined to share pay history.

Remote and out-of-state postings

The Act covers employees working in Rhode Island, and compliance guides treat a remote employee based in Rhode Island as covered even when the employer has no office in the state. Because the disclosure duty is triggered by requests, hires, and role changes rather than by where the ad runs, a multi-state posting does not itself need a Rhode Island range — but a Rhode Island-based applicant who asks generally must get one. The statute does not spell out remote scenarios, so confirm edge cases with counsel.

How it’s actually enforced

The Rhode Island Department of Labor and Training (DLT) investigates complaints, can assess the graduated civil penalties, and may refer complaints to the state attorney general for investigation. The Act barred DLT penalties from January 1, 2023 through December 31, 2024 as a compliance runway; that window has closed, so penalties have been available since January 1, 2025. The softening: the tiers are capped, and in setting amounts the DLT or a court weighs employer size, good faith, the gravity of the violation, prior history, and whether it was an innocent mistake rather than willful. Applicants and employees also hold a private right of action — generally filed within two years of when they knew of the violation, extended to three years where the employer acted willfully and wantonly, and after giving the employer at least 45 days' notice of intent to sue.

Common follow-ups

Does Rhode Island require a salary range in the job posting itself?+

No — as of this writing, Rhode Island is an "on request" state, not a posting state. The duty is to hand over the wage range at specific moments: when an applicant asks (and ideally before pay is discussed), at hire, on a move to a new position, and whenever a current employee asks. Many multi-state employers include a range in Rhode Island postings anyway, since it satisfies stricter states' rules and removes the risk of mishandling a request.

Does the law apply to out-of-state employers hiring remote workers in Rhode Island?+

Generally, yes as to Rhode Island-based workers. The Act covers employees working in Rhode Island, and compliance guides treat a remote employee located there as covered even if the employer sits elsewhere. The statute does not address remote arrangements explicitly, so multi-state employers should confirm coverage questions with counsel.

Who enforces the law — and can applicants sue?+

Both tracks exist. The Rhode Island Department of Labor and Training investigates, can assess graduated civil penalties (capped at $5,000 for repeat violations), and may refer complaints to the attorney general. Separately, applicants and employees can sue — generally within two years of when they knew of the violation (three years for willful and wanton violations), after giving the employer at least 45 days' notice of intent. Remedies can include compensatory damages or special damages of up to $10,000, plus attorneys' fees and costs.

Does the "wage range" include bonuses, commissions, or benefits?+

The Act describes the wage range as the range the employer anticipates relying on in setting wages for the position — or, where applicable, the range paid to current employees in equivalent roles. It speaks to wages, and the disclosure section does not spell out how bonuses, commissions, or benefits are treated. A practical approach is to disclose the base range and describe variable pay separately, and confirm the framing with counsel.

Do internal promotions and transfers trigger a disclosure?+

Yes — and this one is automatic. When an employee moves into a new position, the employer generally must provide the wage range for that position without waiting for a request. A current employee can also ask for the range for their own job at any point during employment, and retaliating over such a request is prohibited.

Is there still a penalty grace period?+

No. The Act barred DLT civil penalties from January 1, 2023 through December 31, 2024, but that runway has ended — penalties have been available since January 1, 2025. A separate safe harbor gave employers a full defense to liability in pay-equity claims for good-faith pay self-evaluations, but that window ran through June 30, 2026 and has now lapsed; after that date, a good-faith self-evaluation that leads to paying any wages owed can still shield an employer from compensatory and liquidated damages and administrative fines, though it no longer provides a complete defense.

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Sources

Last reviewed July 8, 2026. Laws change — always confirm current rules for your jurisdiction.FairHire is an informational tool, not legal advice. Have qualified counsel review your hiring questions before use.

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