Changes to Wage History and Pay Transparency Requirements in DC

  • Home
  • /
  • Blog
  • /
  • Changes to Wage History and Pay Transparency Requirements in DC


Hey Compliance Warriors and Bosses!


As the landscape of employment law continues to evolve, a significant new legislation has been enacted in the District of Columbia that will impact both employers and job seekers alike. Effective June 30, 2024, the District will see the implementation of a groundbreaking employment law aimed at promoting pay equity and transparency. Here’s everything you need to know about the new requirements under DC Bill 194, signed by the mayor on January 1, 2024.

Prohibition on Wage History Screening

A key provision of the new law is its strict prohibition against the use of an applicant’s wage history in the hiring process. Specifically, employers in the District of Columbia will no longer be allowed to:

  • Screen job applicants based on their previous salary or wages. This includes setting minimum or maximum criteria related to an applicant’s past earnings.
  • Request or require an applicant’s wage history as a condition for being interviewed or considered for a job offer.
  • Seek out an applicant’s salary history from their former employers.

This move is designed to prevent the perpetuation of wage disparities, ensuring that salary offers are based on the job’s responsibilities and the applicant’s qualifications, rather than their previous earnings.

Mandatory Disclosure of Pay Scale and Benefits

In addition to the above restrictions, the new law introduces mandatory disclosure requirements for employers in the District. These include:

  • Pay Scale Transparency: Employers must now include the minimum and maximum salary or hourly pay in all job listings and position descriptions. This pay range must reflect the lowest and highest wages that the employer genuinely believes it would offer for the position at the time of posting. The aim here is to provide applicants with a clear understanding of the potential earnings for a role, fostering a more transparent and fair hiring process.
  • Benefits Disclosure Prior to Interview: Before the first interview, employers are required to disclose to prospective employees the details of the healthcare benefits available to them. This early disclosure ensures that applicants are fully informed about potential employment benefits from the outset.

Furthermore, if an employer fails to provide this crucial information upfront, applicants have the right to request it. Additionally, employers are obligated to conspicuously post a notice in the workplace, detailing these legal rights to ensure that all parties are well-informed about the new regulations.

Implications for Employers and Job Seekers

This landmark legislation marks a significant step towards ensuring equitable pay practices and enhancing transparency in the employment process in the District of Columbia. Employers are advised to review their current hiring practices and make the necessary adjustments to comply with the new requirements. Meanwhile, job seekers can now approach the job market with the assurance that they will be evaluated on their merits, without the burden of past wage disparities influencing their future earnings.

As we navigate these changes, it’s essential for both employers and job seekers to stay informed and adapt to these new requirements to foster a fairer and more transparent job market in the District.


Be Audit-Secure!


Lisa Smith, SPHR, SCP

Sign-up HERE and Save $170!


Here is what all you will get:

  • Boss Calls™ – Access to EVERY Boss Call™ – Past & Future.
  • HelpDesk for HR VAULT – Access to all 8 of our proprietary tools and applications to make your workday simple.
  • Forms, Docs, Policies and Procedures Library – 700+ samples you can download and edit to fit your needs.
  • U.S. ePoster Club – Download state, city, and local posters. Both required & recommended, for all 50 states & D.C.
  • Same-day email support – Write to our team of SPHR and SCP professionals with all your HR questions.

Lisa Smith, SPHR, SHRM – SCP

Certified EEO Investigator (EEOC)

Lead Support and Content Chief – HelpDeskforHR.com

“You cannot be audit-proof, but you can Be Audit-Secure.”

Log in or Register to save this content for later.