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Maryland Enacts Equal Pay for Equal Work Pay Transparency Act  

08 May

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Update Applicable to:Effective date
All employers with at least 1 worker in MarylandOctober 1, 2024


What happened?

On April 25, 2024, the Maryland Governor signed into law SB 525, which amends the Maryland labor code mandating employers to disclose certain wage information.


What are the details?


Key Bites

  • The Commissioner of Labor and Industry must develop and make available for employers a form, so employers can comply properly with the wage disclosure requirements
  • The definition of wage range is amended, and now includes “…rate or minimum and maximum salary for a position…
  • The wage range can be disclosed using (1) any applicable PayScale, (2) any determined minimum and maximum hourly rate or minimum and maximum salary range for the position or of an individual holding a comparable position at the time of the posting, and (3) the budgeted amount for the position.
  • For a job that will be performed at least in part in the state, an employer must:
  • Disclose for the position:
  • Disclose in each public or internal posting each position the wage range, a general description of benefits, and any other compensation offered.
  • If the disclosure for the position was not made available to the applicant, it must be disclosed (1) before discussion of compensation is held applicable and (2) at any time on request of the applicant.
  • Set the wage range.
  • Employers must keep a record for each position for at least 3 years.


Business Considerations

  • Employers should update their policies and practices regarding the onboarding process and job postings.
  • Employers should keep an eye on the poster that must be provided by the Commissioner of Labor.
  • Employers can comply using the form provided by the Commissioner or by having the requisites from the amendment.


Source References

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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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