Maryland’s Wage Range Transparency Law Now in Effect: What Employers and Job Seekers Need to Know

As of October 1, 2024, Maryland’s Wage Range Transparency Law is officially in force, marking a significant step toward pay equity and transparency in the hiring process. This legislation requires employers to disclose pay ranges and benefit information in job postings, ensuring that applicants have clear expectations before applying for positions.

Who Must Comply?

The law applies broadly to all employers in Maryland, including:

Private businesses, regardless of size,

Nonprofit organizations, including churches,

Household employers,

Public sector entities, including state and local governments.

It governs postings for roles where any portion of the work is physically performed in Maryland, including remote positions targeting Maryland-based workers.

What Does the Law Require?

For all job postings made on or after October 1, 2024, employers must include:

1. A pay range: The minimum and maximum salary or hourly rate the employer, in good faith, believes to be accurate at the time of posting.
2. A general description of benefits: Examples include health or life insurance, retirement plans, or paid time off.
3. Other compensation elements: This includes potential bonuses, commissions, stock options, or other monetary compensation.

For fixed-rate positions, the exact rate must be disclosed. For instance, an employer could state, “Pay is $30/hour,” but may not list “$30+/hour.”

Covered Job Postings

The law applies to job postings in various formats, including:

Online platforms such as Indeed, LinkedIn, and Monster,

Social media posts,

Newspaper ads, flyers, or email campaigns.

Employers using traditional methods, like “Help Wanted” signs, must also provide compensation and benefit details through accessible means, such as a linked QR code or documents available upon request.

Exemptions and Special Cases

Occasional work in Maryland: Jobs that require infrequent work in the state (e.g., attending meetings) are not covered.

Non-competitive promotions: Employers are not required to post openings for direct promotions.

Multiple locations or seniority levels: Employers must post separate pay ranges for each location or level of seniority.

Enforcement and Penalties

Employers found in violation may face escalating penalties:

First violation: An order compelling compliance.

Second violation: A fine of up to $300 per affected applicant or employee.

Subsequent violations: Fines of up to $600 per individual, if within three years of a prior violation.

How to File Complaints

Applicants or employees who believe an employer has failed to comply or has retaliated against them for requesting pay range information can file complaints with the Wage and Labor Standards Enforcement Unit. The unit can impose penalties, seek reinstatement, and secure back pay for affected workers.

Complaints can be submitted via email at workrights@maryland.gov or by calling 410-767-2357 (Spanish assistance available at 410-767-2370).

Looking Ahead

The Maryland Wage Range Transparency Law reflects a broader movement toward equitable and transparent workplaces. Employers must now prioritize compliance to attract top talent and avoid penalties, while job seekers can approach the hiring process with greater confidence and clarity.

For more information or assistance, contact the Maryland Wage and Labor Standards Enforcement Unit.