Coverage thresholds, what has to be disclosed, by when, and what happens if it isn’t — for employers with people in Vermont.
Vermont catches employers at five employees, exempts verbal and general “now hiring” announcements, and — unusually — gives individuals no way to enforce it themselves.
Effective 1 July 2025. Five or more employees, at least one of whom works in Vermont.
The Civil Rights Unit of the Vermont Attorney General’s office, or a State’s Attorney.
Radio, television and in-person announcements are excluded, as are general “now hiring” notices that do not identify a specific position. Everything written and position-specific is in scope, in any format — which includes a LinkedIn post, an email to a distribution list, and a notice on a staff board.
Organisations that rely on informal internal circulation for programme roles are usually inside the requirement without realising it.
Vermont’s guidance is unusually explicit: individuals cannot sue. Enforcement is the Attorney General’s Civil Rights Unit, with civil penalties and restitution at amounts the guidance does not specify.
That removes the class-action dynamic seen in Washington. It does not remove the underlying exposure — a published range that does not match what incumbents earn is still evidence in a discrimination claim brought on other grounds.
We support Vermont 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 Burlington executive compensation page.
Employers with five or more employees, at least one of whom works in Vermont, since 1 July 2025. It covers written, position-specific advertisements in any format, and reaches remote workers physically located in Vermont as well as remote roles reporting to a Vermont office.
No. The Vermont Attorney General's guidance states expressly that Act 155 does not provide individuals with the right to go to court to enforce it or seek remedies. Enforcement runs through the AG's Civil Rights Unit or a State's Attorney.
Generally yes where the role could be performed in Vermont or reports into a Vermont 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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