State laws / DC
District of Columbia pay transparency law
What District of Columbia employers must disclose in job postings, who's covered, and the penalty for non-compliance.
- Statute
- DC Wage Transparency Omnibus Amendment Act of 2023
- Requirement type
- In-posting disclosure
- Effective
- June 30, 2024
- Applies to
- All employers
- Salary range in postings
- Required
- Benefits description
- Not required
- Penalty
- $1,000–$20,000 per violation
- Enforced by
- DC Office of the Attorney General
- Notes
- Requires the projected salary or hourly pay range in all job listings, plus disclosure of healthcare benefits before the first interview. Penalties $1,000–$20,000, escalating by offense.
Washington DC's Wage Transparency Omnibus Amendment Act reaches every employer in the District — there is no size threshold. Since June 30, 2024, job listings must include the projected salary or hourly pay range, and employers must also disclose healthcare benefits information before the first interview, a sequencing requirement unique to DC.
The DC Office of the Attorney General enforces the law, with penalties of $1,000 to $20,000 that escalate by offense. Combined with the no-threshold scope, DC is one of the jurisdictions where small employers are most likely to be caught off guard.
Frequently asked questions
Does Washington DC require salary ranges in job postings?
Yes. Since June 30, 2024, all DC employers — regardless of size — must include the projected salary or hourly pay range in job listings under the Wage Transparency Omnibus Amendment Act of 2023.
What must DC employers disclose besides the pay range?
Healthcare benefits information, before the first interview. This pre-interview disclosure is separate from the posting requirement and is distinctive to DC.
What is the penalty for violating DC's wage transparency law?
The DC Office of the Attorney General can impose penalties of $1,000 to $20,000, escalating with repeat offenses.
Related guides
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