In the evolving landscape of workplace regulations and talent expectations, employers and recruitment firms providing executive assistant (EA) services face a dual imperative: compliance and competitiveness. State-level salary transparency laws are no longer niche — they directly impact how organizations advertise roles, how candidates assess opportunity, and how you position EA compensation. For employers recruiting in key states such as New York, California and Colorado, navigating these laws is critical to ensure your job postings and compensation packages align with legal requirements — and that you attract, retain and reward top-tier EA talent effectively.

As an EA recruitment / personal EA services provider, you’re in a unique position: you’re advising clients (employers) on how to craft roles, set salaries, and market the opportunity. This article will equip you with (1) an overview of the transparency laws in each state, (2) how to interpret them in the context of EA roles, (3) current compensation benchmarks for EAs in these states, and (4) practical guidance on setting competitive compensation while staying compliant.

1. What are pay/salary transparency laws?

“Pay transparency” laws generally require employers to disclose salary or wage ranges for job positions — either in job postings, during the hiring process, or upon request from existing employees. According to recent analyses, these laws aim to reduce pay-inequities (gender, race, etc.) and to increase fairness and predictability in hiring.

The laws vary by jurisdiction in terms of who they apply to (employer size), what must be disclosed (salary range, “benefits and other compensation”), when (job posting, offer stage, internal promotion) and whether remote roles are covered.

2 Key states: New York, California, Colorado

Here’s a breakdown of the requirements in the three states relevant for EA recruitment.

California

Under the California Pay Transparency Act (SB 1162) (effective Jan 1 2023 for salary‐range disclosure in job postings for employers with 15+ employees) employers must include in job postings the pay range the employer reasonably expects to pay, and must provide upon request the pay range for a current employee’s position.

Colorado

The Colorado Equal Pay for Equal Work Act (effective Jan 1 2021) requires that employers disclose a pay scale or range and a “general description of all of the benefits and other compensation” in all job advertisements, internal postings, and offer contexts for positions in Colorado (including remote roles under certain conditions).

New York

Under New York Salary Transparency Law (effective Sept 17 2023) employers with four or more employees must disclose the salary range or hourly wage rate in job advertisements, internal postings, promotions or transfers for positions to be performed (at least in part) in New York, or reporting to a New York-based supervisor or office.

3 Implications for EA recruitment

For EA roles (especially in high-salary markets such as NY, CA, CO), these laws mean you must ensure that job postings and internal communications explicitly include salary ranges, benefits information (where required), and that compensation is set according to market and legal expectations. Failure to comply may result in fines, reputational risk and difficulty recruiting in competitive talent markets.

1 National benchmarks

The average salary for an Executive Assistant in the US is around US$68,799/year according to Indeed (2025). Indeed PayScale estimates a base of approximately US$66,805/year. These are broad averages and do not account for region, experience, industry, or remote/onsite distinctions.

2 State and metro benchmarks – NY, CA, CO

• New York: Data indicates median around US$77,740/year for Executive Assistants in New York state.
• California: While state-specific figure is slightly lower as per the data cited, cost of living and metro premiums (e.g., San Francisco, Los Angeles) push compensation higher; “senior level EA” in major metro may exceed US$100k.
• Colorado (Denver example): Average salary for an EA in Denver is ~US$87,380/year (Salary data from ERI).

3 Factors influencing EA compensation

When setting compensation for an EA in these states, the following factors should be applied:

• Experience & seniority: More years, more autonomy, more complexity of role → higher salary.
• Scope of responsibilities: Support for C-Suite, travel, global operations, multiple functions justifies premium.
• Location / cost of living: Metro areas like New York City, San Francisco, Los Angeles demand higher salaries.
• Remote vs. onsite: Remote roles may allow some flexibility but if employer must comply with state laws (even for remote) then salary must be competitive.
• Benefits and “other compensation”: Bonus, equity, perks, relocation; these often differentiate top talent.
• Compliance burden: Since transparency laws require posting salary ranges, employers should ensure their compensation ranges reflect market realities and can be justified internally.

1 Drafting job postings and compensation ranges

When you or your recruitment client draft an EA job posting in NY, CA or CO:

• Always include a salary range that is realistic and reflective of the role. For example, in New York for a senior EA supporting a VP or C-Suite you might post something like US$90,000-US$110,000 (depending on metro).
• Include — where required — a “general description of benefits and other compensation” (especially in Colorado).
• Ensure the range is not unreasonably wide (e.g., US$50k-US$150k) as this may invite scrutiny or make your posting less credible.
• For remote roles or roles reporting into the state’s jurisdiction, apply the state’s law if the role “reports” to an office or supervisor there. In New York this applies if the job will be performed at least partly in NY or reports to a NY-based supervisor.
• Internally, ensure that existing EA roles have documented pay ranges and that employees can request that information (where required). In California, for example, current employees can request their pay range.

2 Using benchmarking to set the right range

As a recruitment service advising an employer:

• Review state-specific salary data (as above) and adjust for metro cost-of-living.
• Consider “banding” the role: e.g., Junior EA US$70-90k, Mid US$90-110k, Senior/Global EA US$110k+.
• Incorporate “stretch” ranges if role includes high complexity: travel, multiple executives, project support, off-hours, high confidentiality.
• Ensure the lower end of the range is market-aligned to attract solid candidates; the upper end gives room to negotiate.
• Factor non-salary rewards: bonus, equity, professional development, flexible work options – these can help recruit and retain top EAs without always pushing salary to the max.

3 Common pitfalls and how to avoid them

• Posting a vague or open-ended salary (e.g., “competitive salary”) – this likely violates the transparency requirement.
• Using a salary band that is unrealistic for the locale – may harm employer credibility or lead to under-offer and thus weaker candidates.
• Failing to update internal compensation as role evolves – promotions, expanded scope must align with documented range.
• Cross-state complications – For example, posting a remote role accessible to candidates in these states means you may still need to comply with the most stringent state law applicable.
• Ignoring benefits and “other compensation” in disclosures – Some states require inclusion of more than just salary.
• Neglecting internal communication – Current EAs may request or expect their range; lack of transparency can hurt retention.

1 New York – Senior EA supporting CFO, NYC office

• Job location: NYC, hybrid (office + remote)
• Experience required: 8+ years, global travel support, board exposure
• Benchmark: Based on state and metro premium (NY median ~US$77k+), for senior EA in NYC expect US$100-120k+ base.
• Salary posting range: US$100,000-125,000
• Bonus/other: 10-15% annual bonus, equity component, enhanced benefits
• Compliance: Ensure range clearly stated in job ad; ensures job will be performed at least partly in NY; meets NY law for employer size (4+ employees) and covers internal promotions.

2 California – Mid-level EA for tech startup, Silicon Valley

• Job location: San Jose area, remote-first but requiring some onsite days
• Experience: 4-6 years, project coordination, high tech environment
• Benchmark: Given CA law and high cost of living/tech premium, mid-level EA salary might be US$90-110k.
• Salary range in posting: US$90,000-110,000
• Benefits: Equity (start-up stock), bonus, unlimited PTO, remote flexibility
• Compliance: For employer with 15+ employees must include pay range in posting; also ensure current employees’ pay range available on request.

3 Colorado – Executive EA, Denver, supporting COO

• Job location: Denver metro
• Experience: 5+ years, cross-functional, moderate travel
• Benchmark: Denver average ~US$87k; for executive role perhaps US$95-110k.
• Salary range: US$95,000-115,000
• Benefits: 12% performance bonus, relocation, enhanced health benefits
• Compliance: Under Colorado law, include pay range and “general description of benefits and other compensation” in job posting; ensure job ad/listing meets legal requirement.

• When drafting role descriptions for clients, always ask for pay range and ensure it will be included in the job posting.
• Maintain a state-by-state compliance matrix: which laws apply (NY, CA, CO) and the specifics (employer size thresholds, remote roles, disclosures).
• For multi-state or remote-accessible EAs, assume the most stringent law may apply; ensure broad compliance.
• Conduct a salary audit for existing EA roles: verify whether they have documented ranges, whether employees can request range (where required), whether pay is market-aligned.
• Advise clients to document the rationale for compensation decisions (experience level, scope, market data) — this supports internal equity and external justification if questioned.
• Ensure job listings are clear, transparent and credible: include salary range, a breakdown of benefits, and a clear job description.
• Educate clients that transparency can actually be a competitive advantage in attracting high-caliber EA candidates who value clarity and fairness.
• Monitor changes: these laws evolve (new states, enforcement actions); staying ahead ensures compliance and avoids risk.

For recruiters and employers focused on EA roles in New York, California or Colorado, navigating salary transparency laws is no longer optional — it’s fundamental. The legal requirements to disclose salary ranges in job postings, internal promotions, and sometimes to current employees, intersect directly with how you craft compensation packages, market roles and build your talent pipeline. When you align market-competitive compensation with clear, transparent practices, you position your organization (or your recruitment offering) as trustworthy, appealing and compliant.

By leveraging the benchmarks and strategies above, you can ensure your EA roles are competitive in the market, tailored to state-specific requirements, and structured to attract and retain exceptional support talent. Remember: transparency is not just a compliance checkbox — it’s a signal of credibility in the modern talent marketplace.