We wanted to remind employers that beginning June 30, 2024, the District of Columbia will have a stronger wage transparency law, which applies to employers of all sizes.

The key Bites:

• Definition of Employer: The Act clarifies the definition of an employer.
• Prohibition on Wage History Screening: Employers are prohibited from screening prospective employees based on their wage history or seeking the wage history of a prospective employee or their previous employer.
  • Wage history includes all information related to compensation from other employment, including (but not limited to) pay structure, bonus plans, benefits, paid time off, non-monetary perks, and salary increases.
• Salary Information in Job Advertisements: Employers are required to include minimum and maximum salary or hourly pay information for all job advertisements or job postings.
  • This applies to all job listings and position descriptions, including internal postings for promotions and transfers.
• Disclosure of Healthcare Benefits: Employers are required to disclose the existence of healthcare benefits before the first interview. Employers can do this by putting the information in the job ad (but is not required).
• Employee Rights Notice: employers must provide employees with notice of their rights under the Act in a conspicuous location where employees congregate.
  • D.C. has not yet made a template notice available.
  • Employers can print and post these in the workplace (as an alternative):
    pay disclosure and salary history.

For additional information, please visit our previous update:  
Washington D.C. to Require Pay Transparency on Job Postings (VensureHR)

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.