Article 32(3) of the Labour Act (Darba likums) provides that a job advertisement must state, inter alia, the range of the total gross monthly or annual salary, or the expected hourly rate, for the relevant position. The law uses two distinct concepts. "Darba samaksa" (remuneration) is defined in Section 59 as the regularly paid remuneration for work, which includes the salary (darba alga) and any supplements prescribed by law, collective agreement, or employment contract, as well as bonuses and any other form of remuneration related to work. The statutory wording therefore uses salary (darba alga) rather than the broader remuneration (darba samaksa). The mandatory disclosure covers the gross salary range or hourly rate — not, expressly, bonuses, stock options, pension contributions, or family leave payments as separate line items.

In the job advertisement itself. The obligation arises at the advertisement stage: Article 32(3) requires the salary range to be included in the employer's public announcement of a vacancy.

No explicit salary history ban according to the current regulation. The Labour Act does not contain an express prohibition on asking applicants (external or internal) about their salary history. Article 33(2) prohibits questions in a job interview that are unrelated to the performance of the intended work or the applicant's suitability for it, as well as questions that are directly or indirectly discriminatory

The Labour Act contains no provision expressly prohibiting an employer from taking into account salary history information that it already holds when setting pay for internal candidates. The key constraint is the equal pay obligation: Article 60(1) requires employers to set equal remuneration for men and women for the same work or work of equal value.

Job vacancy notices — Yes, explicitly. Article 32(1) provides that a job advertisement must not be addressed exclusively to men or exclusively to women, unless belonging to a particular gender constitutes an objective and justified requirement for the performance of the work in question, and such requirement is proportionate to a legitimate aim. 

Job titles. The statute does not contain a freestanding requirement to use gender-neutral job titles as such. Latvian is a grammatically gendered language and therefore provides both masculine and feminine forms of occupational titles; however, there is no statutory requirement to use a single gender-neutral form.