Bill
LD 941
Requires employers to disclose a wage range (minimum to maximum) in job postings to boost pay transparency for job seekers.
Overview
LD 941 proposes requiring employers to disclose wage ranges in job postings. The stated aim is to improve pay transparency and help job seekers understand compensation upfront. The bill was introduced on March 5, 2025 and, as of the latest actions, is dead in this session.
Procedural History and Status
- Introduced: March 5, 2025
- Referred to: Committee on Labor (Joint Rule 308.2)
- March 21, 2025: Carried over to the next special or regular session of the 132nd Legislature (Joint Order SP 519)
- April 1, 2025: Work session held; vote recorded as ONTP (Ought Not To Pass)
- April 4, 2025: Reported Out – ONTP
- April 8, 2025: Pursuant to Joint Rule 310.3 Placed in Legislative Files (DEAD)
- Status note: “DEAD” indicates the bill is not moving forward in this legislative session, though it could be reintroduced in a future session.
Key Provisions (illustrated by the bill’s title; exact text should be consulted for precise language)
- Wage Range Disclosure: Employers would be required to include a wage range in job postings for at least those positions covered by the bill.
- Range Specification: The posting would reflect the compensation the employer reasonably expects to pay (minimum and maximum wages) for the position.
- Scope and Format: The bill would specify how wage ranges must be presented in postings (e.g., format, location, and accessibility). Precise formatting and display requirements would be defined in the enacted text.
- Exemptions: The text may include specified exemptions (e.g., certain temporary roles, highly confidential positions, or other defined categories). The exact exemptions would be in the bill.
- Enforcement and Penalties: The measure would designate enforcers (likely the state department of labor or equivalent) and potential penalties or remedies for noncompliance.
- Effective Date: The bill would set when the requirements become effective (e.g., upon passage or a future effective date).
Who Would Be Affected
- Employers posting jobs in the jurisdiction covered by the bill (likely a specific state or locality).
- Job seekers who would gain advance visibility into compensation ranges.
- Government agencies responsible for enforcement and compliance monitoring.
Potential Impacts
- Positive: Increased pay transparency, potential reduction in gender and demographic wage gaps, clearer budgeting for applicants, and improved competitiveness in recruiting.
- Challenges: Compliance burden for employers, administrative overhead for posting updates, and the need for clear definitions of ranges and exemptions to avoid ambiguity.
Implementation and Next Steps
- With the bill dead in this session, proponents may reintroduce similar legislation in a future session.
- If reintroduced, expected items to clarify would include range calculation methodology, acceptable posting formats, explicit exemptions, enforcement mechanisms, and any penalties.
Note: The exact provisions, definitions, and exemptions would be contained in the bill’s text. This summary reflects the bill’s stated purpose and the procedural history currently available.
Compiled from official sources — confirm details with the bill’s official record.
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