Salary history on a resume: when to include it and when to leave it off

Quick answer: Do not include salary history on your resume. There is no scenario where proactively listing your salary history benefits you as a job seeker. In many states, employers cannot legally ask for it during the hiring process. If an application requires a salary history field, either leave it blank or write "will discuss" -- then redirect to salary expectations in the interview.

Salary history on a resume is a relic of an older hiring era. Including it caps your offer at your current pay, allows employers to anchor low based on prior undervaluation, and is specifically prohibited by law in many states for employers to solicit.

Why salary history harms your negotiating position

When you disclose your current salary:

You set a ceiling. Most employers benchmark offers relative to current pay rather than independent market data. If you're making $65,000 and market rate for the role is $80,000, disclosing $65,000 invites an offer of $68,000-$72,000 -- still below market but "a raise." Without that anchor, you can negotiate from market rate.

You reveal a weak hand if underpaid. If you've been underpaid at your current job (common for women, career changers, and people who didn't negotiate effectively), disclosing that history propagates the undervaluation.

You gain nothing. If your current salary is already above market, disclosing it doesn't make employers pay more -- it may actually hurt you (some employers avoid candidates they perceive as too expensive before considering whether they're worth it).

State laws prohibiting salary history questions

As of 2026, 21+ states and dozens of cities ban employers from asking about salary history during hiring. See salary history laws for a state-by-state breakdown.

Even in states without a ban, you are never legally required to answer. Declining is your right as a candidate.

What to do when an application requires a salary history field

Leave it blank. Many online systems allow this; the application still processes without the field filled.

Write "N/A" or "See expectations." Some systems require a numeric entry -- entering "0" or "1" is technically compliant while conveying nothing useful.

Write "Will discuss" or "Competitive." Appropriate in text fields, not numeric fields.

If a system truly requires a number and won't process without it: enter your current salary only if you're confident it reflects your market value. If you're underpaid, consider whether this role and company are worth the salary anchor risk.

Handling salary history questions in interviews

If an interviewer asks "What do you currently make?" or "What have you made in previous roles?" in a state without a ban:

Option 1 -- redirect to expectations: "I prefer to focus on what's right for this specific role -- based on my research, I'm targeting $X-Y. What range did you have budgeted?"

Option 2 -- decline (more direct): "I keep that information confidential, but I'm happy to discuss my expectations for this role."

Option 3 -- frame around total comp: "My compensation is structured as a package including equity and benefits -- it's difficult to reduce to a single number. My expectation for this role is $X-Y."

The goal is to redirect to forward-looking expectations rather than historical data. See salary history laws for how to handle this specifically in states with legal protections.

Salary expectations on your resume

While salary history doesn't belong on a resume, salary expectations sometimes appear in cover letters or application materials. Whether to include them:

In a cover letter (sometimes requested): Use a range rather than a point estimate. Anchor the range around your target, not your floor. "My salary expectations are in the $X-Y range, commensurate with the role's responsibilities."

In the application form: If the application asks for a "desired salary," enter a range or the midpoint of your research-based target. Entering a specific number lower than your actual target is a common mistake -- it can become the basis for an offer before you've had a chance to negotiate.

In your resume: Never. Not in the header, not in a summary, not at the bottom. Salary does not belong on a resume in any circumstances.

What employers are allowed to ask

Even in states with salary history bans, employers can:

• Ask about your salary expectations for the role
• Provide a salary range and ask whether you're comfortable with it
• Ask about non-salary compensation (stock, bonus structure) in some states

The ban is specifically on asking what you currently earn or previously earned, not on discussing future pay.

Salary transparency laws (the other side)

Several states now require employers to post salary ranges in job listings (Colorado, New York, California, Washington). If you're applying in these states, the salary range is often visible before you apply. Use that range to calibrate your expectations -- if the range tops out at $85,000 and you need $95,000, you know before investing time in the application.

For negotiating once you have an offer, see how to negotiate a salary offer and for building the resume that gets you to that offer, see how to beat the ATS.

Frequently asked questions

What if a recruiter says they can't move forward without my salary history?

In states with a salary history ban, this is illegal. In states without a ban, you can decline and offer expectations instead. A recruiter who won't proceed at all without your current salary is likely pre-screening to eliminate expensive candidates -- you're entitled to make them evaluate you on your qualifications instead.

Can an employer verify my salary history through background checks?

Some background check services offer salary verification through payroll data providers. In states with salary history bans, using background checks to obtain prohibited salary history likely violates the law. If you discover this happened, consult an employment attorney.

Should I disclose a salary increase history (not just current salary)?

No. Salary history means all prior salary data, including trends. A progression from $50,000 to $65,000 to $80,000 can be used to anchor your offer at $85,000 even if the market rate for the new role is $100,000.

What if my current salary is higher than the job's range?

Disclose this only if you choose to self-select out. "Based on what you've shared about the range, I'd like to understand whether there's flexibility before we go further -- my current compensation is above that range." This is a fair conversation. What you want to avoid is disclosing a high salary that scares them off before they've had a chance to see your value.

Is it okay to ask what a job pays before disclosing any salary information?

Yes, and in many states this is your right. "Can you tell me the budgeted salary range for this role?" is a legitimate first question. In states with pay transparency laws, the range must be posted or provided on request. Knowing the range first puts you in a much stronger position than answering questions blindly.

Use ResumeWin to review your resume and ensure no salary information has crept in -- and that your experience is framed to support the compensation range you're targeting.