On September 26, 2025, Delaware Governor Matt Meyer signed House Substitute No. 2 to House Bill 105, adding Delaware to the growing list of states with pay transparency obligations for employers.

Beginning in 2027, employers will be required to include the pay range and a general description of benefits and other compensation in all job postings. The law applies to Delaware-based positions and certain remote roles offered by Delaware employers, with limited exceptions. Employers will also be subject to new recordkeeping requirements. The Delaware Department of Labor is tasked with enforcement and issuing regulations and administrative procedures.

Although the law does not take effect until 2027, employers may wish to prepare in advance. Reviewing job posting practices and updating compensation documentation may help ensure effective implementation and compliance when the new requirements take effect.

For guidance on how to navigate Delaware’s impending pay transparency requirements, or other states’ pay transparency laws, contact a Jackson Lewis attorney to discuss.

Tags: Delaware, Pay Transparency
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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.

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