Pay transparency law in Hawaii: what employers must put in a job listing (2026)
Yes, if you're mid-sized or larger. Under Hawaii's Act 203 (effective January 1, 2024), employers with 50 or more employees must include an hourly rate or salary range in their external job listings — one that reasonably reflects what they actually expect to pay.
The rule, in plain English
Hawaii's pay-transparency law (Act 203) took effect on January 1, 2024. It applies to employers with 50 or more employees — counted across the whole company, regardless of where those employees are located.
- Who it covers: employers at or above 50 employees that post external job listings.
- What you must disclose: an hourly rate or a salary range that reasonably reflects the actual expected compensation for the role.
- Doesn't apply to: internal-only listings, internal transfers, and promotions within an employee's current employer; and public-sector positions whose pay is set by collective bargaining.
The posting requirement itself doesn't carry a direct civil fine. But Hawaii expanded its equal-pay law at the same time — so a job listing that omits the required pay range can surface as evidence in a pay-discrimination claim. In practice, it's not a consequence-free corner to cut.
What to actually put in the job listing
An honest range (or a single rate) is all you need:
Compensation: $64,000–$86,000 per year, depending on experience. TranscendByDesign is an equal-opportunity employer.
For an hourly role, post the rate or range — e.g., "$22–$28/hour."
Frequently asked questions
Does the Hawaii pay transparency law apply to small businesses?
Only at 50 or more employees. Below that headcount, you're not required to include the rate or range — though many employers do it anyway to attract candidates.
Do internal promotions need a pay range?
No. Internal transfers and promotions within your current workforce are exempt, as are internal-only listings.
Are the 50 employees just the ones in Hawaii?
No. The 50-employee threshold counts your employees company-wide, regardless of location.
Is there a penalty for leaving out the range?
The posting rule itself has no direct fine, but a non-compliant listing can be used as evidence under Hawaii's companion equal-pay law — so it still carries real risk.
Generate a HI-compliant job listing — free
Our free JD generator builds an inclusive, bias-scanned job description with a pay range wired in. No signup.
Write a compliant HI JD →This page is general information, not legal advice, and TranscendByDesign is not a law firm. Pay-transparency rules change and have nuances this summary doesn't cover. Confirm your obligations against the Hawaii Civil Rights Commission's official Act 203 guidance — labor.hawaii.gov/hcrc — or with employment counsel, before posting.