The statewide rule means Augusta job seekers applying to covered employers should find an anticipated pay range in advertisements for open positions. It does not apply to every employer: the provision is limited to employers with 10 or more employees.

What covered employers must provide

Under the new requirements, covered employers must include the anticipated pay range when advertising an available job. The Maine Department of Labor also says current employees of covered employers may request the pay range for their own position.

The requirements extend beyond job advertisements. Covered employers must retain position and pay-history records throughout a worker’s employment and for three years after the worker separates from employment.

Those obligations affect both recruiting and recordkeeping for employers that meet the employee threshold. For workers, the provisions address information available during a job search and information current employees may seek about their own positions.

Effective-date context

The Maine Department of Labor announced the changes in a July 20, 2026, notice, saying the new laws would take effect July 29. A May 1 legislative report from the Maine House of Representatives had also identified July 29 as the effective date for regular measures from the Second Regular Session.

July 29 has now passed, so the requirements are in effect rather than proposed. The approved state materials do not identify how many Augusta employers or workers meet the coverage threshold, and they do not provide an Augusta-specific enforcement timetable.

The materials also do not list local job advertisements that comply with the pay-range requirement. Employers and workers in Augusta therefore remain subject to the statewide rules where the 10-employee threshold is met, but the available state notice does not provide a local count of those affected.