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DC Proposes a Pay Transparency Law 

The Wage Transparency Omnibus Amendment Act of 2023 (Act) (B25-0194) is a law passed by the District of Columbia Council that aims to increase transparency around compensation and benefits offered by employers in the District. The law amends the existing Wage Transparency Act of 2014 and includes several key provisions that would apply to private employers with 25 or more employees. 

Key highlights of the Act include the following: 

  • Salary Range Disclosure: Employers must disclose the minimum and maximum projected salary or hourly rate in all job postings and position descriptions. 
  • Prohibition of Salary History Inquiries: Employers are prohibited from asking job candidates about their past salaries or screening prospective employees based on wage history. 
  • Benefits Disclosure: Employers must disclose to applicants before the first interview the “schedule of benefits, including bonuses, healthcare and other wellness benefits, stocks, bonds, options, equity, and nonmonetary remunerations” an employee may receive. 
  • Retaliation Protection: Employees are protected from retaliation for discussing their wages or the wages of others. 

Next Steps 

The Act passed the Council unanimously and is now awaiting review by the Mayor and Congress. If approved, the Act is expected to take effect on June 30, 2024, and is expected to have a significant impact on the way that employers recruit and hire employees in the District of Columbia. Employers will need to adjust their job postings and hiring practices to comply with the new law. 

HR Works will continue to monitor this topic and provide updated details as they become available. 

HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.