Salary History Question Prohibition Act
Sponsored By: Representative Norton, Eleanor Holmes [D-DC-At Large]
Introduced
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.
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Bill Overview
Analyzed Economic Effects
3 provisions identified: 3 benefits, 0 costs, 0 mixed.
Workers can sue and get damages
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 with similar claims. A court could also order the employer to stop the practice. Public agencies could be sued too. These enforcement tools would start upon enactment.
No asking about your past pay
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 confirm it. Wage history would mean the pay you got from a current or past employer. These rules would take effect upon enactment.
No retaliation for asserting pay rights
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.
Sponsors & CoSponsors
Sponsor
Norton, Eleanor Holmes [D-DC-At Large]
DC • D
Cosponsors
Rep. Tlaib, Rashida [D-MI-12]
MI • D
Sponsored 5/8/2025
Roll Call Votes
No roll call votes available for this bill.
View on Congress.gov