Virginia Pay Transparency Law Takes Effect July 1

Message below sent to all University Medical Center and UPG managers June 23, 2026:

Dear University Medical Center and UPG Managers,

Virginia’s new pay transparency law takes effect July 1, 2026. This law requires employers in Virginia, including UVA and UVA Health, to disclose a wage or salary range in job postings and restricts the use of applicants' salary history in hiring and compensation decisions.

As a manager, you play a critical role in ensuring compliance at UVA Health. The following requirements apply to all roles (staff, faculty, wage, and student) and to all external and internal job postings and selection activities (new hires, competitive promotions, competitive transfers, etc.).

Key Information for Managers:

Pay ranges must be included in all job postings

  • Effective July 1, 2026, all internal and external job postings must include a good-faith pay range or rate at the time of posting. This requirement applies to positions posted in Workday, departmental websites, and any external advertising or job boards.
  • A good-faith pay range reflects the compensation you reasonably expect to offer for the position based on factors such as market data, internal equity, and job requirements. Your recruiter will provide the appropriate pay range for the role and help ensure it is included consistently across all postings before the July 1 deadline. No action is needed from managers related to job postings on the UVA Health Careers sites.

Salary history cannot be requested or used

  • Managers, recruiters, search committees, and anyone involved in employment processes may not ask about or rely on an applicant’s salary history when making selection decisions and compensation offers.
  • This restriction applies throughout the full hiring process. Your UVA Health Recruiter will work with you at the point of compensation negotiations to ensure compliance in all phases.

Retaliation is strictly prohibited

It is prohibited to take adverse action against any applicant or employee for:

  • Exercising rights under this law
  • Declining to provide salary history
  • Raising questions or concerns related to pay transparency

All employment decisions must remain free from retaliation and consistent with all University policies and applicable law.

What We Need from You:

  • Partner with your HR Business Partner or Recruiter to ensure any listings, advertisements or promotions of positions outside standard recruitment efforts include appropriate pay ranges. This would include things like departmental social media posts and external job boards such as PracticeMatch or DocCafe.
    • University Medical Center and UPG job listings on the UVA Health Careers website are in the process of being updated to meet compliance ahead of the July 1 deadline by the UVA Health Recruitment team.
  • Avoid any inquiry into or consideration of salary history during an employment selection process, this includes direct and indirect inquiries such as looking up a value from an internet search of public sources.

UVA Human Resources, EOCR, and the Provost’s Office will be providing ongoing guidance, tools, and education to support implementation of this new law in Virginia which applies across all areas and employment types at UVA. The UVA HR hiring process webpages, along with EOCR’s training materials, will be updated as of July 1.

If you have questions, please contact your UVA Health Recruiter. Thank you for your leadership and collaboration as we work together to ensure compliance and advance transparency across UVA.

UVA Human Resources