What Employers Need to Know About the Delaware Pay Transparency Law

Here's What You'll Learn

Rules around compensation and pay transparency continue to increase across the country with more states enacting new pay transparency laws.  Delaware House Bill 105 (HB 105) is one of the latest of these new pay transparency laws. Starting in 2027, Delaware will require job postings to include salary or wage ranges and benefits information.   

Why does this matter? Because employee expectations are changing, regulators are increasingly active, and the compliance risk is real. For HR professionals, understanding this law isn’t an option. It’s become a strategic imperative. 

What the Delaware Pay Transparency Law Requires 

Let’s breakdown what Delaware employers need to know about this: 

Effective date: This bill was signed into law on September 26, 2025, and employers must comply starting in September 2027. 

Who must comply: Employers with 25 or more employees that post job opportunities in Delaware, or non-international remote positions offered by a Delaware-based employer. 

What must be included: Each job posting, internal or external, must list: 

• The hourly or salary compensation range (a clearly defined range set in good faith) 
• A general description of benefits and other compensation, including bonuses, commissions, and other monetary or non-monetary benefits 

If this information isn’t in the job posting itself, employers must provide it before any offer or compensation discussion, or upon the applicant’s request. 

This applies to external job postings, internal postings and promotions, and remote positions connected to Delaware-based employers. 

Employers must also retain job descriptions and compensation history for the duration of employment plus three years thereafter. 

Scope and Limitations of the Regulation 

Like other pay transparency laws, Delaware’s has some limitations and exceptions that HR teams need to know, such as: 

• Employer size: Employers with 25 or fewer employees are exempt. 
• Temporary or interim roles: Temporary, acting, or “emergency hires” are excluded from posting requirements. 
• Third-party job sites: Employers aren’t liable for postings replicated online without their consent. 
• Collective bargaining agreements (CBAs): When a CBA is in effect, disclosure applies only once the agreement is modified, renewed, or replaced after the law’s effective date. 

These nuances matter because they determine how broad your compliance strategy needs to be. For example, a smaller Delaware startup may not yet be covered, but multi-state employers should act now to build scalable systems for transparency. 

Download our State Pay Transparency Guide today to ensure you are complying with all applicable state pay transparency laws. 

Who Is Impacted: 

Delaware-based employers: If your organization has 25+ employees in Delaware, then your postings must include the required pay and benefits disclosures. 

Multi-state employers hiring remote roles: Even in cases where the job is remote, if your organization is Delaware-based (or hiring for a remote role that could be performed in Delaware), then the law applies. 

Federal contractors: While not singled out, any employer that meets the size and posting criteria must comply. Contractors already conducting pay equity reviews will find this requirement aligns naturally with those obligations. 

Penalties for Noncompliance 

First violation: Written warning 

Subsequent violations: Civil penalties from $500 up to $10,000 per violation. 

Employee Rights: No Retaliation for Pay Discussions 

From the employee perspective, the Delaware pay transparency law complements existing state pay equity protections. 

Employees have the right to discuss wages freely, ask questions about pay, and cannot be retaliated against for doing so. Employers may not require staff to sign nondisclosure or “no-discussion” agreements about pay. 

For HR, this means communication and education of their team and hiring managers are critical. Employees may increasingly inquire about pay ranges or equity. How you respond will directly shape trust and culture.  

Publish FAQs and conduct informational sessions to make sure managers are trained and ready to discuss pay transparency openly and confidently. 

How to Prepare for the Requirements 

Here’s how HR teams can proactively prepare for Delaware pay transparency compliance: 

1. Audit compensation data and salary bands. Review your pay structures for accuracy, competitiveness, and internal equity. 
2. Ensure HR and recruiting teams have approved salary ranges. Every role should have a documented, pre-approved range. 
3. Update job posting templates and ATS fields. Add new fields for “salary range” and “benefits summary” in your applicant tracking system. Start including the required information in your job postings now, so the September 2027 deadline doesn’t come as a burden. 
4. Build centralized compensation guidelines. Use standardized job families and pay levels to drive consistency. 
5. Train recruiters and hiring managers. Emphasize both compliance and the cultural value of transparency. 

Starting these things now will make the 2027 transition seamless, and will position your company as a transparent, fair employer. 

Tie-In: Pay Equity and Benchmarking 

The Delaware pay transparency law isn’t just about compliance. It’s part of a national movement toward pay equity. 

• Transparency supports equity: When employees can see ranges, pay gaps become visible, prompting fairer practices. 
• Benchmarking and audits: Conduct regular market benchmarking to ensure your pay structures remain competitive and fair. Pair that with internal equity audits to correct discrepancies before they become compliance issues. 
• Proactive pay philosophy: Companies that develop and communicate a clear compensation philosophy not only stay compliant but also strengthen retention, engagement, and employer brand. 

Final Checklist for HR Teams 

Before 2027, make sure the following are in place: 

What the Delaware Pay Transparency Law Means for Your Organization 

The countdown to Delaware’s pay transparency compliance has begun. While September 2027 might seem distant, proactive HR teams are already preparing. Syncing your compensation practices now reduces compliance risk, builds employee trust, and strengthens your employer brand. 

If your organization could use help auditing compensation data, benchmarking salary ranges, or preparing for Delaware pay transparency compliance, contact OutSolve for expert consulting ang guidance on pay equity, compensation strategy, and regulatory readiness.