Washington, D.C. Implements Pay Transparency Law

By Jana Bjorklund, GovDocs Senior Counsel and
Director, Employment Law and Compliance
Published March 19, 2024

Washington D.C. Pay Transparency Law

Recent law requires Washington, D.C. employers to disclose salary or hourly pay ranges and benefits information for open positions.

On Jan. 12, 2024, the District of Columbia’s mayor, Muriel Bowser, signed the Wage Transparency Omnibus Amendment Act of 2023 (the Act) into law. The Act requires Washington, D.C. employers to disclose salary or hourly pay ranges and benefits information for open positions starting June 30, 2024. 

Requirements of the Washington, D.C. Pay Transparency Law 

The Act applies to employers of any size and requires that public job listings and positions advertised include the minimum and maximum projected salary or hourly pay for the job that the employer believes in good faith at the time of posting. Internal announcements concerning promotion and transfer opportunities must also include the salary range or hourly pay. Furthermore, information about the existence of healthcare benefits associated with the position must be disclosed to the applicant prior to the first interview.  

Employers are prohibited from screening or discriminating against applicants based on their salary history or inquiring about wage history from the candidate or their former employer. In addition, employers may not retaliate against employees who discuss their compensation, which is defined as “all forms of monetary and nonmonetary benefits an employer provides or promises to provide an employee in exchange for the employee’s services to the employer.” 

Posting Requirement 

Employers are required to display a notice in the workplace that informs employees of their rights under the Act. 

Other Jurisdictions with Pay Transparency Laws 

With the passing of this new law, Washington, D.C. joins a growing list of states with similar pay transparency laws requiring disclosure of pay ranges at some point in the hiring process.  

  • California 
  • Colorado 
  • Connecticut 
  • Hawaii 
  • Illinois – effective January 1, 2025 
  • Maryland 
  • Nevada 
  • Rhode Island 
  • Washington 

Each state’s law varies, and employers should be aware of the differences where they do business. 


Failure to comply with the Act may result in civil fines ranging from $1,000 to $20,000. Therefore, employers in D.C. should review their hiring practices and procedures to ensure they align with the law. 

This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.

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