Virginia’s 2026 Employment Protections
Virginia Pay Transparency & Salary History Ban
As of July 1, 2026, Virginia employers may not ask about your salary history, may not use it to set your pay in the ways the Act forbids, and must publish a good-faith salary or wage range on covered job postings. Violations carry a private right of action and state civil penalties — and the same facts often support equal-pay and discrimination claims with fee-shifting.
What the law requires
- Salary history ban: Employers generally may not inquire about prior wages or rely on that history to formulate an initial offer.
- Posting ranges: Public and internal job postings must disclose a good-faith wage, salary, or pay range.
- Anti-retaliation: Employers may not retaliate against workers who refuse to provide salary history or who request range information.
- Enforcement: The Attorney General may seek civil penalties; employees may pursue a private right of action within the statute’s limitations period.
This hub is plaintiff-side guidance for employees — not an employer compliance checklist. For the statutory text and related Virginia employment code, see our Virginia Code library.
How employees can use these rights
Illegal interview questions, missing ranges on postings, and retaliatory pushback after you ask about pay are actionable signals. On Cloud Counsel you can preserve the posting, the interview notes, and the offer paper trail in a privileged file — then apply for contingent-fee representation or keep building at no cost.
Related practice pages: workplace discrimination, wage & hour, and contingency fee employment law.
Frequently asked questions
When did Virginia’s pay transparency law take effect?
July 1, 2026. Employers must publish a good-faith wage or salary range on covered job postings and may not ask about or rely on salary history in the ways the statute prohibits.
Can employees sue under the Wage Transparency Act?
Yes. Virginia created a private right of action for actual damages and other relief, alongside Attorney General civil penalties. Companion equal-pay and discrimination claims may also apply on the same facts.
What should I do if I was asked about salary history?
Document the question, who asked it, and when. Build a Cloud Counsel file with job postings, offer letters, and communications, then start a conflict check so we can evaluate federal and Virginia claims.