# 119-hr-2219: Salary History Question Prohibition Act

119-hr-2219, Salary History Question Prohibition Act, is a 119th Congress bill sponsored by Del. Norton, Eleanor Holmes [D-DC-At Large] (D-DC); status introduced; PRIA reads it as touching household money (as of 2026-07-02).

- Canonical: https://policyrisk.com/legislation/119-hr-2219
- As of: 2026-07-02
- Plain-text twin of the page above; the HTML and this file carry the same facts.

## Facts
- Bill: 119-hr-2219
- Congress: 119
- Title: Salary History Question Prohibition Act
- Status: introduced
- Introduced: 2025-03-18
- Sponsor: Del. Norton, Eleanor Holmes [D-DC-At Large] (D-DC)
- Cosponsors: 2
- Policy area: Labor and Employment
- Touches household money: yes
- Last recorded action: 2026-07-02

## Summary

**Bans employers from using applicants' past wages to set or screen pay.** This bill would stop employers from relying on a prospective employee's wage history when deciding whether to hire them or what wage to offer, with narrow exceptions for voluntary post-offer disclosures and confirmations.

## Cosponsors (2)

- Rep. Tlaib, Rashida [D-MI-12] (D-MI), 2025-05-08T00:00:00.000Z
- Rep. Ross, Deborah K. [D-NC-2] (D-NC), 2026-06-30T00:00:00.000Z

## Provisions PRIA read

- Workers can sue and get damages: benefit, high. If enacted, employers who break the ban could face a $5,000 fine for a first offense. The fine would rise by $1,000 for each later offense, up to $10,000. You could sue in Federal or State court and seek up to $10,000 per affected person, plus attorneys' fees. You could sue for yourself and others…
- No asking about your past pay: benefit, medium. This bill would make it illegal for employers to ask about or use your past pay when hiring or setting pay. They could not require your old pay to meet a minimum or a maximum. After they make a job offer with pay, you could choose to share past pay only to seek a higher offer. They could then confi…
- No retaliation for asserting pay rights: benefit, low. If enacted, employers could not fire or punish you for opposing unlawful wage history practices. This would protect both workers and job applicants. It would also cover actions protected under the Fair Labor Standards Act. These safeguards would take effect upon enactment.

## Related bills

- 119-hr-9877: Health Equity and Accountability Act of 2026
- 119-hr-8870: BUILD America 250 Act
- 119-hr-7977: Energy Bills Relief Act
- 119-hr-4669: FEMA Act of 2025
- 119-hr-3151: SHIPS for America Act of 2025
- 119-hr-10421: Transforming Education for the Future Act

## Sources
- [119-hr-2219 on Congress.gov](https://www.congress.gov/bill/119th-congress/house-bill/2219)

## Related
- [119-hr-9877: Health Equity and Accountability Act of 2026](https://policyrisk.com/legislation/119-hr-9877)
- [119-hr-8870: BUILD America 250 Act](https://policyrisk.com/legislation/119-hr-8870)
- [119-hr-7977: Energy Bills Relief Act](https://policyrisk.com/legislation/119-hr-7977)
- [119-hr-4669: FEMA Act of 2025](https://policyrisk.com/legislation/119-hr-4669)
- [119-hr-3151: SHIPS for America Act of 2025](https://policyrisk.com/legislation/119-hr-3151)
- [119-hr-10421: Transforming Education for the Future Act](https://policyrisk.com/legislation/119-hr-10421)
- [All bills in Congress](https://policyrisk.com/legislation)

Source: PRIA, https://policyrisk.com/legislation/119-hr-2219 (as of 2026-07-02).