On January 12, 2024, the District of Columbia joined a growing list of jurisdictions with wage transparency laws after Mayor Muriel Bowser signed into law the Wage Transparency Omnibus Amendment Act of 2023 (the “Act”). The Act amends parts of the Wage Transparency Act of 2014, as well as introduces several new employee-friendly requirements that will go into effect on June 30, 2024, including an employer obligation to disclose pay ranges in job postings.
What Does the Act Require?
The Act introduces various new requirements for D.C. employers. First, advertised “job listings” and “position descriptions” must include the lowest and highest projected salary or wage rate based on the employer’s good-faith belief at the time of posting. “Job listings” and “position descriptions” are not defined; however, based on the language used, the requirement is likely to also apply for internal position postings, including promotion and transfer opportunities.
Additionally, before a first interview for employment, applicants must be advised what healthcare benefits will be offered with the position. Employers do not need to disclose a full schedule of healthcare benefits. Rather, per the D.C. Council, employers can satisfy their obligation by disclosing the “existence of healthcare benefits.”
The Act also prohibits employers from discriminating based on an applicant’s wage history. Employers cannot ask an applicant to disclose wage history, require that an applicant’s wage history...
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