Job Ad Pay Transparency Checker
Check your job ad before you post. The free tool flags missing pay ranges, open-ended ranges, missing benefits details, and banned pay history questions for US and Canadian locations with posting laws.
What the checker looks for
Paste the job ad and list the locations where the role is open. The checker reads both, then looks for missing pay or pay range details in the 14 US states and DC, and in Ontario, British Columbia, Prince Edward Island and New Brunswick. It flags open-ended ranges such as 'up to', which Minnesota bans. It flags missing benefits descriptions for the states that require them, and Ontario rules for employers with 25 or more staff. It also checks for questions about current or past pay, banned in many places including the EU. The ad stays in your browser.
Tips for a compliant pay section
- Include a numeric pay range if the role can be done in a US state or city with a posting law, or in Ontario, British Columbia, Prince Edward Island or New Brunswick.
- Do not use 'up to' or any open-ended wording if the ad may reach Minnesota candidates.
- Add a short benefits description when hiring in Colorado, Connecticut, Illinois, Maryland, Minnesota, New Jersey or Washington.
- For Ontario employers with 25 or more staff, keep the posted range no wider than $50,000 for roles up to $200,000 and state whether the vacancy exists.
- Remove any question about current or past pay; many US states and the EU ban this.
For the full rules by country and US state, see our pay transparency laws guide.
Questions employers ask
Which locations require a pay range in the job ad?
The checker looks for missing pay or pay range details in the 14 US states and DC: California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia and Washington. It also covers Ontario, British Columbia, Prince Edward Island and New Brunswick in Canada. The UK, Ireland, Australia and New Zealand have no pay-in-ads law yet.
What does the checker flag as an open-ended range?
It flags wording such as 'up to' followed by a number. Minnesota bans open-ended ranges, so avoid 'up to $X' or similar. Use a stated minimum and maximum instead. A range with no top figure can fail in that state.
Which locations require a benefits description?
Colorado, Connecticut, Illinois, Maryland, Minnesota, New Jersey and Washington require missing benefits descriptions to be flagged. If the ad is open to candidates in any of these states, add a short line about benefits such as health cover or leave. The checker will flag an ad that omits this.
What are the Ontario rules for employers with 25 or more staff?
For roles up to $200,000, the posted range cannot be wider than $50,000. You must also disclose if AI screening is used, state whether the vacancy actually exists, and avoid asking for Canadian experience. The checker flags these items when the ad is open to Ontario.
Does the checker flag questions about current or past pay?
Yes. Questions about current or past pay are banned in many places, including the EU directive. If the ad asks for salary history or current compensation, the checker will flag it. Remove those questions and rely on the posted range instead.
Is the pasted job ad sent anywhere?
No. The ad is checked in your browser and never sent to any server. The tool gives a quick check only. It does not replace legal advice. You can use it before posting to catch obvious gaps, but review your final ad against the relevant posting laws.
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