In the District of Columbia, employers will be required to disclose the projected minimum and maximum hourly or salary rate for a position. This ordinance will go into effect on June 30, 2024. It applies to employers with at least one employee in Washington, D.C., but excludes the local and federal government.
In stating the hourly pay or salary minimum and maximum range, the employer must do so in good faith with information about what they would pay for the advertised promotion, transfer, or job opportunity. Additionally, employers must disclose any available healthcare benefits to prospective employees prior to the first interview.
The ordinance prohibits employers from performing the following actions:
- Seeking the wage history from a previous employer of a prospective employee
- Screening a prospective employee based on wage history (or requiring the submission of their wage history)
Under the Wage Transparency law, employers are required to post workplace notices that outline the amendment by the ordinance.
This article is informational and does not constitute legal or financial advice. Consult with an employment lawyer or accountant for additional clarification on how these changes impact your company.
