Attorney General Brian L. Schwalb today issued an advisory to businesses with District employees regarding DC’s Wage Transparency Act, which went into effect one year ago. The law requires employers to include specific wage and benefit details in job postings and creates workplace protections regarding compensation practices.
“The District’s Wage Transparency Act protects DC’s workers and ensures that all businesses compete on a level playing field,” said Attorney General Schwalb. “Today’s alert reflects our continuing commitment to ensuring that workers and the District’s business community fully understand their rights and obligations under the law.”
OAG’s Efforts to Protect Workers & Level the Playing Field for Businesses
OAG’s Workers’ Rights and Antifraud Section is dedicated to fighting wage theft and protecting District workers. The office has secured more than $20 million for workers and the District under AG Schwalb’s leadership. In total, since gaining wage theft enforcement authority, OAG has secured over $35 million by bringing investigations and lawsuits against employers who violate District law. OAG’s wage theft enforcement efforts have focused on industries with high populations of vulnerable workers, such as construction, restaurants and hospitality, healthcare, and the gig economy.
How to Report Wage and Hour Violations
Workers who believe that their rights have been violated, or that they have experienced wage theft or other wage and hour violations, can contact OAG by calling (202) 724-7730, or emailing workers@dc.gov or trabajadores@dc.gov.
BUSINESS ADVISORY: EMPLOYERS MUST LIST PAY RANGES IN JOB POSTINGS
In 2024, the District’s Wage Transparency Act, D.C. Code § 32–1451, et seq., took effect. It creates requirements for information that must be included in all job postings for District employees, and it creates additional rules for all workplaces regarding employee compensation.
Requirements for Job Postings
Under the Wage Transparency Act, all employers with District employees must:
- Provide minimum and maximum salary or hourly pay information in all job postings; and
- Inform job candidates about the healthcare benefits associated with any jobs before the first interview.
The requirements apply to all job postings soliciting employees in the District, regardless of how or where the employer creates and shares that job posting.
Requirements for All Workplaces
Additionally, the law prohibits employers from:
- Prohibiting employees from inquiring about, disclosing, comparing, or otherwise discussing their compensation;
- Discharging, disciplining, or otherwise retaliating against an employee who inquires about, discloses, compares, or otherwise discusses their compensation;
- Screening prospective employees based on their wage history;
- Seeking the wage history of a prospective employee; and
- Prohibiting or attempting to prohibit an employee from filing a complaint regarding a violation of the Act.
The law also requires employers to post a visible notice in the workplace notifying employees of their rights under the Act.
An employer that violates the Wage Transparency Act may be liable for fines of $1000 and up to $20,000 for repeat violations. Workers can report suspected violations to OAG at (202) 724-7730, workers@dc.gov, or trabajadores@dc.gov.
Resources for Businesses
If you are a District Business and have questions about your business’s obligations under the Wage Transparency Act—you can contact the DC Bar Pro Bono Center Nonprofit & Small Business Legal Assistance Programs: