Job Posting Salary Transparency for FedEx Driver Roles

Salary transparency means stating the pay range for a role in the job posting itself. As of October 2026, at least 27 U.S. jurisdictions require it in some form, including California, Colorado, New York, Illinois and Washington. If you are a FedEx Service Provider hiring linehaul, CDL-A team, CDL-A solo, or pickup and delivery drivers, the rule that applies to you is the one in the state where the work is performed. This guide explains what to put in a driver posting, where the legal risk sits, and how to set a range that drivers read as fair.

This article is general information for recruiters and drivers. It is not legal advice. Before you change your posting process, confirm the rules for each state you hire in with the state labor department or an employment attorney.

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TL;DR

Pay range requirements in job postings now exist in at least 27 U.S. jurisdictions, and the list changes often. Check each state where your drivers work.
A compliant range is a real minimum and maximum you expect to pay, not "up to $30/hour" or "$80,000 and up."
In many jurisdictions the posting must also describe benefits such as health care, retirement contributions and paid time off.
Rules can reach third-party job boards and recruiters, so the platform where you post matters.
For drivers, a visible range is the fastest way to compare offers. Postings without one are often read as low pay.

Why pay ranges matter for driver hiring
Which states require salary ranges in job postings
What a compliant driver posting includes
Setting a range drivers will trust
Where you post matters as much as what you post
What drivers should look for in a posting
Our perspective on pay transparency in FedEx driver hiring
Posting driver jobs with Ucep
A short compliance routine for Service Providers
FAQ
Sources

Why pay ranges matter for driver hiring

Two forces push in the same direction: law and candidate behavior.

On the law side, states keep adding requirements. A Hunton summary of 2025 changes notes that California now defines "pay scale" as a good faith estimate of the range the employer reasonably expects to pay upon hire, effective January 1, 2026. It also reports that Delaware enacted a law in September 2025 requiring a minimum to maximum range set in good faith.

On the candidate side, an Indeed survey cited by A Careers found that 75% of job seekers say they are more likely to apply to a job that includes a salary range. The same source reports that postings with salary information get up to 30% more clicks. Harvard Business Review reported that roughly 60% of postings on Indeed now include salary information, up from 18% in 2020.

Drivers are experienced shoppers. A CDL-A holder can compare a dozen offers in an evening, and pay per mile, hourly rate, weekly guarantee and sign-on bonus are usually the first things they look for. If your posting hides that number, a competing posting that shows it gets the call.

Why pay ranges matter for driver hiring — overview diagram

Which states require salary ranges in job postings

There is no single federal rule requiring salary ranges in private-sector job postings. The requirement comes from states and, in some cases, cities or counties. The most complete tracker we reference is the Brightmine 50-state chart, last updated in April 2026. It reports that Virginia's requirements began July 1, 2026, and Maine's took effect July 29, 2026.

A few points that matter when you hire drivers:

Employer size thresholds differ. New York State, for example, covers employers with four or more employees for jobs performed at least in part in New York. Other states set different thresholds, so a small Service Provider is not automatically exempt.
Location of the work usually decides coverage. A terminal in one state with routes that cross into another can raise a real question. Ask the state labor department which rule applies, and document the answer.
Local rules can sit on top of state rules. New York City has its own pay transparency law in addition to the state law, according to the New York State Department of Labor.
The list is moving. Laws are enacted, amended and given new effective dates every year. Treat any list, including ours, as a starting point and check the state's own page before you post.

Is it illegal to leave the range off a posting?

In a covered jurisdiction, yes, a posting without the required pay information can violate the law, and penalties and enforcement differ by state. In a state with no requirement, leaving it off is generally not a violation, but it still costs you applicants. Because penalties vary, ask your attorney or the state agency about the specific exposure where you operate.

What a compliant driver posting includes

Requirements vary, but regulators across states describe a similar set of expectations. Use this as a working checklist and confirm it against the state in question.

A specific minimum and maximum. Washington's guidance, summarized by the National Law Review, treats open-ended phrasing such as "$80,000 and up" or "up to $30/hour" as non-compliant. Write a closed range.
A range you genuinely expect to pay. New York's guidance says the range should be what the employer believes, in good faith, to be true at the time of posting. The state labor department also says it should give applicants a legitimate idea of expected pay.
Benefits and other compensation where required. The Illinois Department of Labor's Pay Transparency 101 guidance treats the pay scale as including a general description of benefits, such as health care, retirement contributions and paid time off. Bonuses and other compensation can fall in the same category in some states.
The right pay basis. Say whether the range is hourly, per mile, per stop, weekly or annual. For drivers, an unlabeled number is almost as unhelpful as none.
The state-specific wording. Some states ask for particular language, or require the posting to include the job description or the date. Check the state page for each location.

How to express driver pay in a range

Driver pay is rarely one clean number, which is why recruiters sometimes hesitate. These formats keep the posting honest and readable.

Role	Pay basis	Example of a closed range
Pickup and delivery	Hourly	$22.00 to $26.00 per hour
CDL-A solo linehaul	Per mile	$0.62 to $0.70 per mile
CDL-A team linehaul	Per mile, split between two drivers	$0.74 to $0.82 per mile, per team member
Any role with a guarantee	Weekly	$1,200 to $1,500 per week guaranteed

The figures above are illustrative formats only, not market rates and not a recommendation. Use your own approved pay scale. Where pay varies by route, terminal or experience, state the range that applies to the specific posting, and list sign-on or referral bonuses separately so they are not mistaken for base pay.

Setting a range drivers will trust

Being legal is the minimum. Being believable is what gets applications.

Anchor to real data. The national median annual wage for heavy and tractor-trailer truck drivers was $58,640 as of May 2025, with the 10th percentile at $36,160 and the 90th at $79,380. That spread shows how much the role type matters: local delivery, solo linehaul and team driving do not pay alike. Your range should reflect your specific role and lane, not the national average. Our post on why CDL-A drivers earn more than other truckers covers the reasons for the gap.

Truck driver wage percentiles and median

Watch the width. A study in Accounting Horizons found that disclosing a range increases applications compared with no range, but very wide ranges can reduce women's willingness to apply, because wide ranges can signal poor pay equity or lack of structure. Narrow the range by experience tier when you can. If a new hire with no FedEx experience starts at one rate and a veteran starts at another, run two postings or two clearly labeled tiers.

Do not inflate the top. A maximum nobody reaches is a compliance risk and a retention problem. Good faith is the standard in several states, and drivers compare notes.

Make sure current drivers are not surprised. A new posting that advertises more than your current drivers earn for the same work invites questions about pay equity. Review your existing pay before you publish new ranges.

Where you post matters as much as what you post

Transparency rules are not limited to your own careers page. The Illinois guidance indicates that requirements can apply to third-party recruiters and online job boards, not only to the employer's own website. In practice, if you are a Service Provider, check that every external site where you post your driving roles carries the full range and benefits text, and that it matches the state where the work is performed.

A practical routine:

Write the posting once, with the range, pay basis, and benefits summary.
Confirm the location field shows the state where the driver works, since that is what regulators look at.
Preview the live listing after you publish. Some sites truncate fields or hide a range in a structured field.
Re-check every posting whenever pay changes. An old range left online can turn into a good faith problem.

If you post to several boards at once, our guide on multiposting to job boards explains how to manage cost and time across them. For wording that fits a niche audience, see the employer brand playbook for hiring drivers.

What drivers should look for in a posting

If you are a driver searching FedEx-related work, you can use transparency to compare offers faster. Check these items in each posting.

Pay basis. Hourly, per mile, per stop or salary. Convert to a weekly figure before comparing.
Closed range. A listed minimum and maximum. If only "up to" appears, ask the recruiter for the starting rate.
Guarantee and bonuses. Whether a weekly guarantee exists, and whether sign-on or referral bonuses are separate. Our page on driver referral program payouts explains how to lock in a bonus.
Benefits. Health care, retirement contributions, paid time off.
Terminal and hiring radius. Pay is only useful if the terminal is within reach. See how to confirm a terminal's hiring radius before you apply.

If a posting in a state that requires ranges does not show one, you can contact the state labor department. Many states accept complaints from applicants.

Our perspective on pay transparency in FedEx driver hiring

We built Ucep for one audience: Service Providers contracted with FedEx and the drivers who work for them. That narrow focus shapes how we see transparency.

First, drivers searching a FedEx-focused board are usually comparing terminals and Service Providers in the same area, doing similar work. When listings sit side by side, the one without pay stands out immediately. A range stops being a legal chore and becomes the main thing that decides which posting gets opened.

Second, we see the compliance issue as a posting-quality issue. A listing with a role type, a pay basis, a closed range, a benefits summary and a clear terminal location answers most of what a driver would ask in a first call. That also reduces the back and forth for your recruiter.

Third, the cost of hiring is where transparency pays back. Fewer unqualified clicks and fewer calls that end on pay mean less recruiter time per hire. Our walk-through of cost per hire in trucking shows how to measure it with a worked example.

Our recommendation to Service Providers: decide your pay range before you write the rest of the posting, keep it honest, and publish it everywhere you post, whether or not your state requires it.

— Aaron

Posting driver jobs with Ucep

Ucep is a job board and recruiting platform for FedEx Service Providers. You can list linehaul, CDL-A team, CDL-A solo, and pickup and delivery roles, and drivers can browse them by category. The platform includes a built-in applicant tracking system, terminal and employer directories, and targeted driver alerts.

The pricing is simple: the Standard Monthly Plan is $99 per month, and new recruiters can start with a Complimentary Trial Listing. Both are on the pricing page. For a breakdown of what each option includes, read Ucep posting costs for FedEx Service Providers. Drivers can browse current FedEx driver jobs at no cost.

Whichever board you use, enter your pay range in the listing text and confirm the state of the work location before you publish.

A short compliance routine for Service Providers

Use this routine each time you open a role or change pay.

Identify the state and locality where the driver will work, including any city rules.
Look up the current rule on the state labor department page or a maintained tracker such as the Brightmine chart.
Set the range in good faith, with a closed minimum and maximum and a clear pay basis.
Add the benefits description that regulators in your state expect.
Post with the same text on every board and your own site.
Keep a record of the date you posted and how you set the range.
Review quarterly, since laws and effective dates change.

An employment attorney can review the template once, and you can then reuse it for every posting.

FAQ

Which states require salary transparency on job postings?

At least 27 U.S. jurisdictions had enacted pay range requirements for job postings as of October 2026, according to the Brightmine tracker. The list includes California, Colorado, New York, Illinois and Washington. Because the list changes, check the labor department of the state where the driver will work.

Is it illegal not to put a salary range on a job posting?

In a state or locality with a requirement, leaving out the range can violate the law, and penalties differ by place. In a state without one, it is generally allowed. Even so, a missing range can reduce clicks and applications, so most recruiters include it anyway.

Can I write "up to $30/hour" in a driver posting?

In states that require ranges, open-ended phrasing is generally treated as non-compliant. Washington's guidance, as summarized by the National Law Review, says to give a specific minimum and maximum. Use a closed range such as $24.00 to $28.00 per hour that you genuinely expect to pay.

Do the rules apply when I post on an outside job board?

Often, yes. Illinois guidance indicates that obligations can reach third-party recruiters and online job boards, not only an employer's own website. Check that every board shows your full range and benefits text for the state where the work is done.

Does a wider range get more applicants?

Not necessarily. Research in Accounting Horizons found that disclosing any range raises applications compared with none, but very wide ranges can discourage women from applying. Aim for a range that is tight enough to be believable and wide enough to reflect real differences in experience.