The Salary Transparency Act would amend the Fair Labor Standards Act to require employers to disclose wage information for employment opportunities. For public or internal job postings, employers would have to include the wage or wage range for the position. If a posting is not provided to an applicant, the employer would still have to disclose the wage or wage range before discussing compensation and upon request. Employers would also have to provide employees with the wage or wage range for their position at hire, at least annually, and upon request.
The bill also prohibits retaliation against employees or applicants for exercising these disclosure rights, including refusing to interview, hire, promote, or otherwise employ them. It defines “wage range” broadly to include salaries, other compensation, pay scales, previously determined ranges, comparable incumbent pay, or budgeted amounts, so long as the employer is acting in good faith. The bill would create enforcement mechanisms through civil penalties, statutory damages, attorneys’ fees, and injunctive relief, and it would allow actions in federal or state court, including on behalf of similarly situated workers.
Impact
If enacted, the bill would add a new wage-disclosure requirement to the Fair Labor Standards Act and create a new federal labor standard for job postings and employee pay transparency. It would expose employers, including public agencies, to civil penalties and private lawsuits for noncompliance, while giving employees and applicants enforceable rights to obtain wage-range information. The measure would likely affect hiring practices, internal compensation communications, and employer recordkeeping across covered workplaces.
Sentiment
There is no recorded committee debate or vote history in the provided materials, so no direct support or opposition is documented. Based on the bill text, the measure appears designed to promote pay transparency and reduce information asymmetry for workers and job seekers, suggesting a pro-worker policy orientation. The absence of transcripts or votes means the overall legislative sentiment cannot be measured from the available record.
Contention
The main likely points of contention are the mandate to disclose wage ranges in job postings and to employees, the breadth of the definition of wage range, and the enforcement structure. Employers may object to the compliance burden, potential litigation exposure, and the possibility that required disclosures could reduce flexibility in setting pay or negotiating compensation. Worker advocates would likely support the bill for increasing fairness and transparency, while critics may focus on the civil penalties, statutory damages, and private right of action.
A BILL to amend the Code of Virginia by adding in Article 1 of Chapter 3 of Title 40.1 a section numbered 40.1-28.7:12, relating to prohibiting employer seeking wage or salary history of prospective employees; wage or salary range transparency; cause of action.
An Act to amend the Code of Virginia by adding in Article 1 of Chapter 3 of Title 40.1 a section numbered 40.1-28.7:12, relating to prohibiting employer seeking wage or salary history of prospective employees; wage or salary range transparency; cause of action; civil penalty.
A BILL to amend and reenact § 2.2-3905 of the Code of Virginia and to amend the Code of Virginia by adding in Article 1 of Chapter 3 of Title 40.1 a section numbered 40.1-28.7:12 and a chapter numbered 10, consisting of sections numbered 40.1-143 through 40.1-153, relating to labor and employment; nondiscrimination; prohibiting employer seeking wage or salary history of prospective employees; wage or salary range transparency; predictive scheduling for large employers; causes of action; civil penalties.