By Kate Hayek
BLOG OVERVIEW: Maine has enacted LD 54, a pay transparency law signed by Governor Janet Mills on April 24, 2026, and expected to take effect July 29, 2026. Employers with 10 or more employees must include a pay range in job postings (or note when a role is commission-only), provide pay range information to current employees upon request, and retain pay historical records for the duration of employment plus three years after termination.
On April 24, 2026, Maine joined a growing list of states enacting pay transparency requirements with Governor Janet Mills signing LD 54, titled An Act to Require Employers to Disclose Pay Ranges and Maintain Records of Employees’ Pay Histories, into law. Under Maine’s normal effective-date rules, the law is expected to take effect on July 29, 2026.
The new law requires employers with 10 or more employees to include a “range of pay” in job postings, whether the posting originates directly from the employer or indirectly through a third party. The law defines “range of pay” accordingly:
“…the range of pay that an employer anticipates relying on in setting wages for a position, including, but not limited to, reference to:
- Any applicable pay scale;
- A previously determined range of wages for the position;
- The actual range of wages for those currently holding equivalent positions; or
- The budgeted amount for the position.”
For positions compensated solely on a commission basis, employers must provide a statement indicating that the position is commission-only in lieu of including a pay range.
Additionally, LD 54 requires employers to provide pay range information to current employees upon request and retain pay history records pertaining to all positions held by employees for the duration of employment for three years following termination.
Please refer to DCI’s State Legislation Tracker for additional information regarding states with pay transparency requirements.
