When do D.C. employers have to mention healthcare benefits?

Before the candidate's first interview. Employers must disclose that healthcare benefits exist; a short line in the posting or scheduling message is the easiest way to comply.

What is the penalty for non-compliance in D.C.?

Civil fines of $1,000 to $20,000 per violation. The D.C. Attorney General enforces the law, and there is no private right of action for employees.

WASHINGTON, D.C.

Pay transparency law in Washington, D.C.: what employers must put in a job posting (2026)

Q: Does the Washington, D.C. pay transparency law apply to small businesses?

Yes. There is no size threshold. It applies to any private employer with at least one employee in the District of Columbia.

Plain-English guide for small employers · Last reviewed June 2026

SHORT ANSWER

Yes — for employers of any size. Under D.C.'s Wage Transparency Omnibus Amendment Act (effective June 30, 2024), every employer with at least one D.C. employee must post the minimum and maximum projected pay for a role, and must tell candidates about healthcare benefits before the first interview.

The rule, in plain English

D.C.'s pay-transparency law took effect on June 30, 2024, and applies to all private employers with at least one employee in the District — there's no headcount minimum.

In the posting: the minimum and maximum projected salary or hourly pay you believe in good faith you'd pay for the role. This applies to both public and internal postings.
Before the first interview: you must disclose the existence of healthcare benefits to prospective employees.
Salary-history ban: you generally can't ask about, or screen candidates on, their pay history.

D.C.'S EXTRA STEP — BENEFITS BEFORE THE INTERVIEW

Most states stop at the posting. D.C. adds a process step: before you hold a candidate's first interview, you have to disclose that healthcare benefits exist. Build a quick line into your scheduling email or screening call so it's never missed.

What happens if you don't

Civil fines run from $1,000 to $20,000 per violation. There's no private lawsuit under this law — the D.C. Attorney General investigates and enforces it, and can seek remedies on behalf of individuals or the public. Confirm the current amounts with the D.C. Office of the Attorney General.

What to actually put in the job description

D.C. wants the projected minimum and maximum pay right in the posting:

Example — compliant D.C. pay line

Projected pay: $71,000–$94,000 per year. Healthcare benefits are available; full details shared before your first interview. TranscendByDesign is an equal-opportunity employer.

For an hourly role, post the projected min and max — e.g., "$26–$32/hour."

Frequently asked questions

Does the D.C. pay transparency law apply to small businesses?

Yes. There's no size threshold — it applies to any private employer with at least one employee in the District.

When do I have to mention healthcare benefits?

Before the candidate's first interview. You must disclose that healthcare benefits exist — putting a short line in the posting or scheduling message is the easiest way to stay covered.

Can I ask applicants about their salary history?

Generally no. D.C. prohibits seeking or screening candidates based on their wage history.

What's the penalty for non-compliance?

Civil fines of $1,000 to $20,000 per violation. The D.C. Attorney General enforces the law; there's no private right of action for employees.

Generate a D.C.-compliant job description — free

Our free JD generator builds an inclusive, bias-scanned job description with the projected pay range wired in. Add a benefits line and you're set for D.C. No signup.

Write a compliant D.C. JD →

This page is general information, not legal advice, and TranscendByDesign is not a law firm. Pay-transparency rules change and have nuances this summary doesn't cover. Confirm your obligations against the District of Columbia's official guidance — oag.dc.gov — or with employment counsel, before posting.