Pay transparency and pay equity in District of Columbia.
District of Columbia pay transparency and salary-history: banned + range posting required, posting requirements, and remote-worker triggers.
What changes in District of Columbia
- Salary-history rule: Banned + range posting required. The Wage Transparency Amendment Act of 2023 requires pay range and benefits in job postings and prohibits wage-history inquiries.
"We post remote roles nationwide — how do we handle pay range disclosure? Focus on District of Columbia."
Ask this in Ask HR AIPractitioner steps for District of Columbia
- Step 1. Confirm whether District of Columbia bans salary-history inquiries — currently banned + range posting required.
- Step 2. Post a good-faith pay range on every DC job posting where required, including remote roles that could be performed in District of Columbia.
- Step 3. Include benefits and equity where the DC statute or local ordinance requires them alongside the base range.
- Step 4. Retain the wage records and job description that support the posted range in case of an enforcement action.
Applicable District of Columbia statutes and references
- D.C. Code §2-1402.66
- Wage Transparency Amendment Act 2023
- Cannabis Employment Protections Amendment Act 2022
- 15 U.S.C. §1681 et seq. (federal FCRA)
Frequently asked (federal + District of Columbia overlay)
Which states require pay ranges in job postings?
California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Minnesota, Nevada, New York, Rhode Island, Vermont, and Washington all have posting or on-request pay range disclosure statutes, plus several cities with their own rules.
Can I ask an applicant about their current salary?
In many states, no. Salary-history bans in states like California, Massachusetts, New York, and Washington prohibit asking about prior compensation, though applicants can voluntarily disclose.
What is a pay equity audit?
A privileged statistical review of compensation across protected classes for similarly situated employees, used to identify and correct unexplained gaps before litigation.
Related District of Columbia topics
- FCRA adverse action in District of Columbia
- Ban-the-Box and Fair Chance hiring in District of Columbia
- Wage and hour in District of Columbia
- Leaves and accommodations in District of Columbia
Same topic in another state
- Pay transparency and pay equity in Alabama
- Pay transparency and pay equity in Alaska
- Pay transparency and pay equity in Arizona
- Pay transparency and pay equity in Arkansas
- Pay transparency and pay equity in California
- Pay transparency and pay equity in Colorado
- See all states
Keep going
- The federal Pay transparency and pay equity guide
- District of Columbia background-check rules
- Compliance checklist
Ask HR AI is not legal advice. Confirm any final answers or suggested actions with your employment legal counsel before acting on them.