Arizona pay transparency law: no state rule, and the neighbors that still put a range in your ad

Arizona has no statewide pay transparency law for private employers, as of October 2026. Nothing in Title 23 of the Arizona Revised Statutes, the state's labor title, requires a salary range in a job posting, on request or after an interview. The one 2025 bill on pay disclosure, House Bill 2912, would have protected pay discussions and banned salary history questions, but it said plainly that it did not create a duty to disclose wages, and it was not enacted. For Arizona employers the live question is reach: California, Colorado and Nevada all have pay disclosure laws, and Arizona recruiters fill roles in all three.

Does Arizona require salary ranges in job postings?

No. Title 23's wage chapters cover the minimum wage, paydays, final pay, deductions, overtime, earned paid sick time and equal pay, and none of them requires pay in a job ad. The equal pay section, A.R.S. 23-341, bars paying an employee "at wage rates less than the rates paid to employees of the opposite sex in the same establishment for the same quantity and quality of the same classification of work," with exceptions for seniority, skill, duties, shift and similar factors. That is a rule about pay, not disclosure. Arizona also has no salary history ban; our Arizona salary history page covers why prior pay is still a weak basis for an offer.

What was House Bill 2912?

House Bill 2912 of the 2025 session would have added a new A.R.S. 23-207, "Wage disclosure; wage, salary and benefit history." It would have barred employers from requiring employees to keep their wages confidential, from retaliating against employees who discuss pay, and from asking about or screening on salary history before an offer with compensation. On the question this page is about, the bill was explicit: the section would not "create an obligation for an employer or employee to disclose wage information." Section 23-207 does not appear in Title 23 today, so the bill did not become law.

In other words, even a bill written to expand pay protections stopped short of a posting rule. Any Arizona pay range requirement would need a new bill in a later session.

Can Phoenix, Tucson or another Arizona city require pay ranges?

We are not aware of an Arizona city or county that requires private employers to post pay ranges. The state already limits local labor rules in one area. A.R.S. 23-204 says the regulation of employee benefits, "including nonwage compensation, paid and unpaid leave and other absences, meal breaks and rest periods, is of statewide concern" and "is not subject to further regulation by a city, town or other political subdivision of this state." The section defines nonwage compensation to include commissions, bonuses and fringe benefits. It does not address disclosure of pay in job ads, so it does not settle whether a disclosure ordinance would survive. It also does not limit a city's rules for its own employees.

Which neighboring states' laws reach an Arizona posting?

Arizona employers recruit across the Southwest, and the neighbors' laws follow the job:

Nevada's rule is the one Arizona recruiters most often miss, because it is not a posting rule: the range is owed after the interview, whether or not the candidate asks. New York adds a reporting test, covering jobs "performed outside of New York but reports to a supervisor, office, or other work site in New York" (Labor Law § 194-b). For fully remote roles, the tests are compared on pay transparency for remote jobs.

How should an Arizona desk handle a Nevada interview?

Nevada's statute is written for "an employer or an employment agency," so a Phoenix staffing firm interviewing for a Las Vegas client is in scope, and the duty does not wait for the candidate to ask. Three habits cover it:

1. No interview without the range. Make the client's range or rate a required field before the first interview is scheduled.
2. Say it on the call. Example wording (example figures): "The range for this role is $24 to $28 an hour, depending on experience. What are you looking for?" That gives the range and asks about expectations rather than current pay.
3. Confirm it in writing in the follow-up email, so there is a record that every interviewed applicant received it, including those the client rejects.

Doing the same for Arizona roles costs nothing and keeps one process for the whole desk. The Nevada guide covers penalties and the promotion rule.

Do federal rules require pay ranges?

No. The federal contractor "pay transparency" provision protected employees who discussed pay; it never required ranges. It rested on Executive Order 11246, revoked by Executive Order 14173 on January 21, 2025, and the Department of Labor's final rule removed its regulations, including 41 CFR 60-1.35, effective October 26, 2026. The NLRB says the National Labor Relations Act still protects most private-sector employees who discuss wages, which overlaps with the pay-discussion part of HB 2912. The EEOC enforces the federal Equal Pay Act against virtually all employers.

What do job boards do with pay?

Indeed's employer help article offers four pay formats: fixed amount, range, starting amount and maximum. Google's job posting structured data lists baseSalary, "the actual base salary for the job, as provided by the employer (not an estimate)," as a recommended property. For an Arizona-only role any format is lawful; for a role open to California or Colorado candidates, use a range with both a minimum and a maximum.

What should Arizona recruiters and staffing agencies do?

1. Ask where the hire may live. "Phoenix office" and "remote, Southwest" are different postings legally.
2. For Nevada roles, give the range after every interview and confirm it by email.
3. For California or Colorado reach, post a two-ended range built from a band, budget or current pay; see how to set salary ranges for job postings.
4. Agencies: get the range and the work location at intake; see pay transparency for staffing agencies.
5. Remove pay-confidentiality clauses from handbooks and offer letters.

Arizona at a glance

More Arizona rules: hiring employees in Arizona, ban the box in Arizona and staffing agency licensing in Arizona. For every state's rule, see pay transparency laws by state.