Pay Transparency Law in District of Columbia
The District of Columbia generally requires a minimum and maximum pay range in job postings, for employers with any D.C. employees. It separately requires disclosing whether health insurance is offered, at or before the first interview — that disclosure doesn't have to be in the posting itself, so it isn't covered by the posting check above (effective June 30, 2024).
- ✓Pay range or salary figure
- —General description of benefits (not required)
- —Application deadline (not required)
This isn't legal advice. Laws change and vary by locality and employer size, and this is a general summary, not exhaustive. Verify current requirements for your specific situation with counsel or DC Office of the Attorney General before relying on this.
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Frequently asked questions
Does this apply to remote job postings?
Generally, yes — most pay transparency laws, including District of Columbia's, apply based on whether the role could be filled by someone located in the state, not where the employer is headquartered. A remote posting open to applicants in District of Columbia is typically covered. Verify this against your specific situation with DC Office of the Attorney General.
Does this apply to my company regardless of size?
Not always — some states only apply these requirements once an employer reaches a minimum number of employees, and that threshold isn't uniform across states. Check the current employer-size threshold, if any, with DC Office of the Attorney General before assuming your company is or isn't covered.
What happens if a posting doesn't comply?
Penalties vary by state and can range from a warning on a first violation to escalating civil fines for repeat or willful non-compliance. DC Office of the Attorney General publishes current enforcement details and penalty amounts.
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