District of Columbia Mayor Muriel Bowser signed the Wage Transparency Omnibus Amendment Act of 2023, which requires employers in D.C. to list salary and hourly wage information in job advertisements. The act amends the DC Wage Transparency Act of 2014 and, pending approval by Congress, will go into effect on June 30, 2024.
D.C. joins California, Colorado, Hawaii, New York, and Washington requiring that employers provide upfront pay disclosures to employees.
The new law applies to all businesses employing one or more employees in D.C. (remote employees included). Employers must provide a salary or hourly wage range in internal and external job advertisements listing the minimum and maximum projected pay for the position in question. The range should encompass the lowest and highest amounts the employer believes, in good faith, it would pay for the position.
The types of compensation that must be disclosed are limited to salary and hourly pay and presumably do not include commissions, bonuses, equity, or other types of pay.
Employers must also disclose to applicants, prior to the first interview, the healthcare benefits that will be provided for the position. While these benefits do not need to be included in the job posting, employers must communicate them to candidates. If an employer fails to make these disclosures, the applicant is provided the right to inquire about the position’s salary range and benefits.
The amendments expand protections regarding pay history, prohibiting employers from screening prospective employees based on wage history. Employers are also barred from requesting wage history from a candidate’s prior employer.