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Maryland Amends Pay Transparency Law to Cover Sexual Orientation  

18 Jun

Update Applicable to:Effective date
All employers with at least 1 worker who performs work, at least in part, in the stateOctober 1, 2024

What happened?

On April 25, 2024, the Maryland legislature passed a bill that alters certain provisions of law prohibiting employment discrimination based on sex and gender identity to also prohibit employment discrimination based on sexual orientation

What are the details?

The bill modifies the law to explicitly prohibit employment discrimination based on sexual orientation. This ensures that employers cannot discriminate based on an individual’s sexual orientation.

Business Considerations

  • Employers should review current employment policies and update them.
  • Employers should provide training and communicate the changes to all employees, ensuring they understand their rights.
  • Employers should establish a clear mechanism for reporting instances of discrimination.
  • Employers should take immediate and appropriate action when a complaint is made.
  • Employers should keep thorough records of all actions taken in response to complaints.

Source References

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Maryland PEO services can help you navigate complex employment laws and keep your business compliant.

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.

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