Maine

/in

Maine: Legislative Updates

APPLIES TO

As Indicated

EFFECTIVE

JUL 28, 2026

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Quick Look

  • Employers with 10 or more employees must disclose pay ranges in job postings.
  • The state DOL has authority to issue penalties for employment law violations. Employers must post notices of any violations issued by the DOL in a conspicuous workplace location accessible to employees.
  • Physician noncompete agreements must recognize individuals’ right to choose their health care provider.

Discussion

The Maine legislature recently passed several laws impacting employers, all of which are set to go into effect on July 28, 2026. Key aspects of the bills are summarized below.

 

New Pay Transparency Requirements. Under LD 54, Employers with 10 or more employees must post the prospective range of pay the employer will offer to a successful applicant. “Range of pay” may be determined based on any applicable pay scale, a previously determined range of wages for the position, the actual range of wages for those currently holding equivalent positions, or the budgeted amount for the position. Jobs paid based solely on commission are excluded from the requirement. Upon an employee’s request, an employer must disclose the pay range for the position the employee currently holds. An employer must maintain a record of each position held by an employee and the pay history of the employee in each position for the duration of employment and for three years after termination.

 

Maine BLS Enforcement Authority. LD 1587 gives the state Department of Labor’s Bureau of Labor Standards (BLS) enforcement powers over state employment violations, including awarding damages, penalties, and other remedies. Once a penalty or other ordered remedy is final and all administrative and legal appeal rights have been exhausted, the employer must make payment within 30 calendar days. Failure to make a timely payment is subject to an additional civil penalty of up to $1,000 for each day that the employer fails to make payment. The BLS may also order the correction of ongoing violations. An employer who fails to correct a violation for which a notice of violation has been issued is subject to an additional civil penalty of up to $1,000 for each day during which the violation is not corrected.

 

A copy of any notice of violation issued by the BLS must be posted in a conspicuous location in the workplace that is accessible to employees. If a notice of violation issued covers a defined time period, a copy of the notice must also be provided to all employees employed during that period.

 

Physician Noncompete Agreements Restricted. LD 2200 requires noncompete agreements with health care practitioners to recognize individuals’ rights to choose their own health care practitioner. “Health care practitioner” refers to an individual qualified or licensed under state law to provide health care services in the state. The definition excludes individuals with an ownership interest in the employing entity. The bill applies to all noncompete agreements entered into or renewed on or after July 28, 2026.

 

Action Items

  1. Consider conducting an equal pay audit.
  2. Set pay ranges for each job position.
  3. Review and update job postings to include applicable pay ranges.
  4. Update record retention timelines.
  5. Have noncompete agreements reviewed and updated by legal counsel.
  6. Have appropriate personnel trained on requirements.

 

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2026 ManagEase