Work in D.C. or are seeking employment in our nation’s capitol? You just earned some more honesty from prospective employers as you are navigating the job search.

Pay transparency rules are as varied as a box of assorted chocolates across different states in the U.S. There are several states that have implemented pay transparency laws to promote fairness and equality in the workplace. Some of the states with such laws include California, Colorado, Connecticut, Delaware, Illinois, Maine, Maryland, Massachusetts, Michigan, New Jersey, New York, Oregon, and Washington.

These laws generally aim to prevent pay discrimination based on gender, race, or other protected characteristics by requiring employers to disclose salary ranges for job openings, prohibiting employers from asking about salary history, and protecting employees who discuss or inquire about their own or others’ wages. It is important for both employees and employers to be aware of the specific pay transparency laws in their state to ensure compliance and promote a more equitable work environment.

D.C. Recruiters Will Have to Abide By Pay Transparency Laws

Washington, D.C. joins these states in mandating that employers include salary ranges in job postings and prohibit the use of pay history when determining compensation.

On January 12, the D.C. mayor approved the Wage Transparency Omnibus Amendment Act, which mandates that private employers of any size disclose salary ranges in all job listings and promotions. Since the D.C. budget is overseen by Congress, the Amendment was forwarded to Congress for a 30-day evaluation on January 22, with an expected enactment date of March 9. The new legislation is set to take effect on June 30.

The Amendment bars employers from considering wage history when screening job applicants but does not specifically address telework roles.

The law now offers increased safeguards for employee conversations and investigations into compensation matters. Previously, D.C. employers were prohibited from penalizing employees discussing “wages” (with some exceptions for specific roles like human resources staff). The updated legislation broadens these safeguards to encompass discussions on “Compensation,” which includes “all forms of monetary and nonmonetary benefits that an employer offers or commits to provide an employee for their services.”

This may come as a benefit to recruiters in the D.C. area. 82% of job seekers have noted previously they are more inclined to apply to a position if there is compensation attached, and 73% are more trusting of a company that provides a pay range.

View the full amendment and what it means for D.C. residents here.


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Katie Helbling is a marketing fanatic that enjoys anything digital, communications, promotions & events. She has 10+ years in the DoD supporting multiple contractors with recruitment strategy, staffing augmentation, marketing, & communications. Favorite type of beer: IPA. Fave hike: the Grouse Grind, Vancouver, BC. Fave social platform: ClearanceJobs! 🇺🇸