The Pay Transparency Trend Continues: Washington D.C. to Require Pay Transparency in Job Listings

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Patricia Tsipras

January 23, 2024

Effective June 30, 2024,[1] the Wage Transparency Omnibus Amendment Act of 2023, formerly known as the Pay Scale and Benefits Disclosure Amendment Act, will

1. require District of Columbia employers with at least one employee in the district to include in all job listings and position descriptions the minimum and maximum projected salary or hourly pay that it, in good faith, believes it would pay for a job
2. require employers to inform job applicants – prior to their first interview – of healthcare benefits associated with a job
3. restrict employers from asking about or screening applicants based on their “wage history,” defined as “information related to compensation an employee has received from other or previous employment”
4. prohibit employers from retaliating against employees who discuss compensation

The Act is similar to others enacted over the past several years in Colorado, New York, Washington, California, and Hawaii, which already require employers to disclose pay in job listings.

District of Columbia employers should familiarize themselves with the Act and update their job listings and hiring practices accordingly, prior to the effective date.

*Special thanks to Ava Petrellese, our Paralegal, for her contributions to this article. 

The author of this article, Patricia Tsipras, is a member of the Bar of Pennsylvania.  This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice in Washington D.C., Pennsylvania, or any other jurisdiction, nor does it establish an attorney-client relationship with any reader of the article where one does not exist.  Always consult an attorney with specific legal issues.

[1]  The law will become effective on June 30, 2024, assuming it passes a 30-day congressional review period without a vote from Congress to overrule the law.