Sponsors (3)
The bill increases pay transparency and enforcement—helping workers learn pay and potentially narrow pay gaps—while imposing compliance costs and substantial litigation and liability risks on employers that may change how wages are advertised or offered.
Workers and job seekers will know expected pay because employers must disclose wages or wage ranges in postings, on request, at hire, and annually.
Women and racial/ethnic minorities (and other employees) may see narrower pay gaps as wage practices become more visible to applicants and current employees.
Employees who request or receive pay information are protected from retaliation, making them more likely to ask about pay and helping enforce transparency rules.
Small businesses and other employers face increased litigation risk and financial liability because the bill creates a broad private right of action, allows class-style suits, and authorizes civil penalties (up to $10,000 per violator), statutory damages, and attorneys' fees.
Job seekers and some employees could receive wider wage ranges or lower initial offers if employers set 'good-faith anticipated' ranges cautiously to limit liability, which could depress some early offers.
Small-business owners must update posting and disclosure processes, creating administrative compliance costs.
Based on analysis of 2 sections of legislative text.
Requires employers to disclose wage ranges: in job postings, to applicants before compensation discussions (and on request), and to employees when hired and at least once a year (and on request). Prohibits retaliation for using these rights and creates civil penalties and a private right of action allowing affected applicants and employees to sue for statutory or actual damages, attorneys’ fees, and injunctive relief.
Introduced March 10, 2025 by Eleanor Holmes Norton · Last progress March 10, 2025