As your business grows, there is a good chance your role will evolve as well. Many successful real estate agents eventually hire an administrative assistant, transaction coordinator, or marketing professional. Others build full teams with multiple employees.
If you're hiring or thinking about hiring, there is an important new Virginia employment law that should be on your radar.
Effective July 1, 2026, Virginia has adopted new pay transparency requirements that significantly change how employers recruit and interview candidates. These laws apply broadly to employers, including real estate professionals who are expanding their businesses and usually don’t have formal human resources processes in place.
Virginia's new law creates several key obligations for employers.
1. Compensation must be included in job postings.
Whether you advertise for an executive assistant, transaction coordinator, marketing manager, or any other position, both internal and public job postings must include the wage, salary, or a good-faith salary range for the position.
The salary range should be established in good faith based upon factors such as:
• Existing pay scales
• Current compensation for similar positions
• Historical compensation for the role
• The amount budgeted for the position
An unrealistically broad range could create compliance issues.
2. Stop Asking About Salary History
One of the most significant changes is that employers generally may no longer ask applicants about their prior compensation.
Instead, employers should focus the conversation on the compensation being offered for the position and whether it aligns with the candidate's expectations.
Interestingly, if an applicant voluntarily discloses prior compensation without being asked, the employer may use that information in limited circumstances, including offering higher compensation.
3. Train Everyone Involved in Hiring
Virginia's new law applies throughout the hiring process. Anyone interviewing candidates, including team leaders, office managers, administrative staff, recruiters, or outside recruiting firms, should understand these new requirements before conducting interviews.
Why This Matters for Real Estate Teams
Many real estate businesses grow organically. A top-producing agent hires an assistant, then perhaps a marketing coordinator or operations manager.
This new law is a good reminder that once you become an employer, you're operating under an entirely different set of legal responsibilities. Having compliant hiring practices is just as important as having strong listing presentations or buyer consultations.
Practical Steps You Can Take Today
If you're hiring in Virginia, consider taking these steps:
• Review all current job postings to ensure salary information is included.
• Develop reasonable compensation ranges for each position before advertising.
• Remove salary history questions from applications and interview scripts.
• Train anyone who participates in interviews on the new requirements.
• If you use recruiters or third-party hiring services, confirm they are following the law on your behalf.
Building a successful real estate business isn't just about generating more transactions, it's also about building a strong, compliant organization that can grow with confidence.
At Vesta Settlements, we believe education creates better businesses, better partnerships, and ultimately better experiences for the clients we all serve.
This article is intended for educational purposes and is not legal advice. If you have questions about how these new requirements apply to your business, you should consult qualified employment counsel.