{"id":36180,"date":"2024-01-26T12:46:15","date_gmt":"2024-01-26T17:46:15","guid":{"rendered":"https:\/\/gtm.com\/household\/?p=36180"},"modified":"2024-01-26T12:46:15","modified_gmt":"2024-01-26T17:46:15","slug":"washington-dc-pay-transparency","status":"publish","type":"post","link":"https:\/\/gtm.com\/household\/washington-dc-pay-transparency\/","title":{"rendered":"Washington, D.C. Pay Transparency: What Household Employers Need to Know"},"content":{"rendered":"
\"washington-dc-pay-transparency\"

Under Washington, D.C.’s pay transparency law, household employers will need to provide pay ranges for job postings and inform job applicants of healthcare benefits, while prohibiting employers from seeking information on salary history.<\/p><\/div>\n

Washington, D.C. Mayor Muriel Bowser recently signed legislation that will require employers with at least one employee in the District \u2013 including household employers \u2013 to provide pay ranges in all public job postings and inform job applicants of healthcare benefits associated with the position while prohibiting employers from seeking information about a job applicant’s salary history.<\/p>\n

The \u201cWage Transparency Omnibus Amendment Act of 2023<\/a>,\u201d which amends the Wage Transparency Act of 2014, must undergo a 30-day Congressional review before becoming law. If it is not disapproved during this review, it will become law as of June 30, 2024.<\/p>\n

Pay range in job postings<\/h2>\n

The pay range in a job posting for a household employee must include the minimum and maximum projected hourly pay that an employer, in good faith, believes at the time of the posting they would pay for the advertised job.<\/p>\n

The act does not define what qualifies as a \u201cjob listing\u201d or \u201cposition description advertised\u201d requiring the disclosure of pay ranges. It\u2019s assumed the act would apply to public postings on job boards, social media, and other platforms.<\/p>\n

Healthcare benefits disclosure<\/h2>\n

As for the healthcare benefits disclosure, the law doesn\u2019t define \u201cfirst interview\u201d or specify what must be disclosed whether a general description would be satisfactory, or if more detailed information should be provided. Healthcare benefits information doesn\u2019t need to be included in the job posting.<\/p>\n

Wage history<\/h2>\n

In limiting the ability to use an applicant\u2019s wage history, the law prohibits household employers from:<\/p>\n