Can I Redact My Salary on Pay Stubs for a New Employer?

The Short Answer

In many places, yes—you can absolutely redact your salary, and employers may be legally prohibited from asking for it in the first place.

Over 20 states and numerous cities have enacted salary history bans. Even where no law exists, you have options for protecting this information.

Why This Matters

Salary history perpetuates pay inequity. If you were underpaid at your last job—which disproportionately affects women and minorities—using that salary as a baseline locks in the disadvantage.

Beyond fairness, your previous salary simply isn't relevant to what you should earn. Market rate, your skills, and the value you bring to the new role should determine compensation—not what your last employer paid.

States with Salary History Bans

As of 2026, these states prohibit or restrict employers from asking about salary history:

• California
• Colorado
• Connecticut
• Delaware
• Hawaii
• Illinois
• Maine
• Maryland
• Massachusetts
• Nevada
• New Jersey
• New York
• Oregon
• Rhode Island
• Vermont
• Washington

Many cities have their own bans, including Atlanta, Chicago, Cincinnati, Kansas City, Louisville, New Orleans, Philadelphia, Pittsburgh, and San Francisco—even if their states don't have statewide laws.

What These Laws Typically Cover

• Can't ask: Employers cannot ask about your current or past salary
• Can't require disclosure: They can't make providing salary history a condition of hiring
• Can't use it: Even if they find out, they can't use it to set your pay
• Must provide range: Some laws require employers to share the salary range for the position

Common Exceptions

• You voluntarily disclose (without being asked)
• Internal transfers/promotions at the same company
• Government positions with set pay scales
• Verification after an offer is made (in some jurisdictions)

What to Redact on Pay Stubs

If They Only Need Employment Verification

Many employers just need to confirm you actually worked where you said you did. For this, provide pay stubs with:

Redact: Gross pay, net pay, hourly rate, YTD earnings, SSN, deductions, direct deposit info.

If They Claim They Need Income Verification

First, ask why. In salary history ban states, they shouldn't need this pre-offer. If there's a legitimate reason (like commission-based roles where they want to understand your earning potential), you have options:

1. Decline: "I prefer not to share salary history. I'm happy to discuss my compensation expectations for this role."
2. Provide selectively: Show recent pay stubs but redact specific amounts
3. Offer alternatives: "I can confirm I'm currently employed at [Company]. For compensation, I'm targeting [your desired range] based on market rates."

How to Handle the Conversation

When Asked for Pay Stubs

In a salary history ban state:

"I understand you need to verify employment. I can provide pay stubs showing my employer and dates, with salary information redacted—as [State] law protects salary history from being used in hiring decisions."

In other states:

"I'm happy to provide employment verification. I prefer to keep salary details private and focus on the value I'll bring to this role. What's the salary range for this position?"

If They Push Back

• Reframe: "My target compensation is [X] based on market research for this role. Is that within your range?"
• Redirect: "I'd rather discuss my qualifications and how they match this role's requirements."
• Stand firm: "I don't share salary history, but I'm very interested in this opportunity. How can we move forward?"

Other Documents That Reveal Salary

Be aware of what else might contain salary information:

• W2 forms: Box 1 shows wages—redact if providing for employment dates only
• Tax returns: Rarely needed for employment verification
• Offer letters from previous jobs: Never required
• Bank statements: Deposit amounts can reveal salary—redact for employment purposes

Background Checks and Salary

Standard employment background checks verify:

• That you worked at the companies you listed
• Your job title
• Dates of employment
• Sometimes, eligibility for rehire

They typically do not verify salary unless you specifically authorize it. Read authorization forms carefully—you can often cross out salary verification consent.

When You Might Want to Share

There are scenarios where sharing salary history could work in your favor:

• You're currently well-compensated and want to anchor negotiations high
• You have variable comp (commissions, bonuses) that demonstrates earning potential
• The new employer has already shared their range, and your current pay validates your ask

The key is that you choose to share strategically—not that you're compelled to.

The Bottom Line

1. Know your state's laws—you may have legal protection
2. Understand what they actually need—often just employment dates
3. Be prepared with responses—practice redirecting the conversation
4. Redact confidently—it's your information to protect

Your past salary is history. What matters is the value you'll bring to your next role.