Coverage thresholds, what has to be disclosed, by when, and what happens if it isn’t — for employers with people in Maine.
Maine's law takes effect on 29 July 2026 — tomorrow. Its recordkeeping duty applies to every employer with Maine workers regardless of size, and runs for three years past termination.
Effective 29 July 2026. Posting duty applies at 10 or more employees.
The recordkeeping and on-request disclosure duties apply to all employers with Maine workers — the 10-employee threshold covers postings only.
The statute does not say whether the 10 employees are counted in Maine or company-wide. Littler flags this expressly. A national employer with four Maine staff does not currently know whether it has a posting obligation, and there is no guidance resolving it.
The conservative reading — count company-wide, comply — costs very little, since the disclosure is a range you should be able to state anyway.
Section 622-A specifies no penalty. The general Title 26 provision, 26 M.R.S. § 626-A, carries a fine of $100–$500 per violation and covers “sections 621-A to 623” — whether that reaches § 622-A is ambiguous and unverified.
Enforcement runs through the Maine Department of Labor, and the bill funded a new Labor and Safety Inspector position, which tells you something about intent. A private right of action is not expressly created; treat its absence as probable rather than settled.
Littler, Fisher Phillips, Morgan Lewis, Ogletree and the National Law Review all give 29 July 2026. GovDocs and Rippling give 28 July. The better-sourced date is the 29th. If you are cutting it that fine, comply from the 28th.
We support Maine employers on the compensation side — pay equity analysis, range architecture, and how executive pay reads inside a filing or a published range. We are not attorneys and this page is not legal advice; anything marked unverified above should be confirmed with employment counsel before you act on it.
For advisory work in the region see our Portland ME executive compensation page.
29 July 2026. A minority of sources give 28 July; the better-sourced date is the 29th, but if timing is that tight, comply from the 28th.
Every employer with Maine workers — no size threshold — must maintain a record of each position an employee held and their pay history in each, for the duration of employment plus three years after termination. The 10-employee threshold applies only to the posting duty.
The statute doesn't specify one. Section 622-A has no penalty provision, and whether the general Title 26 fine of $100–$500 per violation reaches it is ambiguous. Enforcement runs through the Maine DOL.
Generally yes where the role could be performed in Maine or reports into a Maine supervisor, office or worksite. The specifics vary — some statutes test on where work is performed, others on the reporting line, and several reach out-of-state employers recruiting locally-based remote staff.
No. It is a compensation practitioner's summary of published requirements, current as at July 2026, intended to help scope the compensation work these obligations create. Items we could not verify are marked as such rather than glossed. Confirm current requirements with employment counsel before acting.
Pay equity analysis and range architecture, sequenced so findings can be acted on rather than merely disclosed.
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