All Roll Calls
Yes: 302 • No: 151
Sponsored By: Michelle Lopes Maldonado (Democratic)
Became Law
Prohibiting employer seeking wage or salary history of prospective employees; wage or salary range transparency; cause of action. Prohibits a prospective employer from (i) seeking the wage or salary history of a prospective employee; (ii) relying on the wage or salary history of a prospective employee in considering the prospective employee for employment; (iii) relying on the wage or salary history of a prospective employee in determining the wages or salary the prospective employee is to be paid upon hire; (iv) refusing to interview, hire, employ, or promote or otherwise retaliating against a prospective or current employee for not providing wage or salary history or requesting a wage or salary range; (v) failing or refusing to disclose in each public and internal posting for each job, promotion, transfer, or other employment opportunity the wage, salary, or wage or salary range; and (vi) failing to set a wage or salary range in good faith. The bill establishes a cause of action for an aggrieved prospective employee or employee and provides that an employer that violates such prohibitions is liable to the aggrieved prospective employee or employee for statutory damages between $1,000 and $10,000 or actual damages, whichever is greater, reasonable attorney fees and costs, and any other legal and equitable relief as may be appropriate. This bill incorporates HB 1164 and is identical to SB 215.
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3 provisions identified: 2 benefits, 0 costs, 1 mixed.
Virginia employers cannot ask for or use your wage or salary history. They cannot use past pay to decide whether to hire you or to set your starting pay. They cannot refuse to interview, hire, promote, or retaliate because you will not share past pay or because you ask for the pay range. If you share your past pay on your own after an initial offer, they may confirm it only to raise the offer, and only if allowed by other wage laws.
Employers must list the wage, salary, or a pay range in every public and internal posting. This applies to jobs, promotions, transfers, and other openings. Employers must set the posted range in good faith. The law can look at how wide the range is to judge if it is honest.
The Attorney General can sue employers who break these rules. Courts can fine employers up to $1,000 for a first violation and up to $5,000 for later ones, and can order other relief. You have one year to sue for violations and can seek your actual damages and other relief. For posting or good‑faith pay range violations, anyone can give written notice; if the employer fixes the original posting within 15 business days, you cannot sue over that posting.
Michelle Lopes Maldonado
Democratic • House
There are no cosponsors for this bill.
All Roll Calls
Yes: 302 • No: 151
House vote • 4/22/2026
House concurred in Governor's recommendation
Yes: 66 • No: 33
Senate vote • 4/22/2026
Senate concurred in Governor's recommendation
Yes: 21 • No: 18
House vote • 3/9/2026
Senate amendment agreed to by House
Yes: 63 • No: 34
Senate vote • 3/5/2026
Commerce and Labor Amendment agreed to
Yes: 0 • No: 0
Senate vote • 3/5/2026
Passed Senate with amendment
Yes: 20 • No: 19
Senate vote • 3/4/2026
Passed by for the day Block Vote (Voice Vote)
Yes: 0 • No: 0
Senate vote • 3/4/2026
Constitutional reading dispensed Block Vote (on 2nd reading)
Yes: 39 • No: 0
Senate vote • 3/2/2026
Reported from Commerce and Labor with amendment
Yes: 8 • No: 6
House vote • 2/16/2026
Read third time and passed House
Yes: 65 • No: 33
House vote • 2/10/2026
Reported from Labor and Commerce with substitute
Yes: 16 • No: 6
House vote • 2/5/2026
Subcommittee recommends reporting with amendment(s)
Yes: 4 • No: 2
Senate concurred in Governor's recommendation (21-Y 18-N 0-A)
House concurred in Governor's recommendation (66-Y 33-N 0-A)
Acts of Assembly Chapter text (CHAP1063)
Reenrolled bill text (HB636ER2)
Reenrolled
Approved by Governor-Chapter 1063 (effective 7/1/2026)
Signed by President
Signed by Speaker
Governor's recommendation adopted
Governor's recommendation received by House
Governor's Action Deadline 11:59 p.m., April 13, 2026
Enrolled Bill communicated to Governor on March 25, 2026
Fiscal Impact Statement from Department of Planning and Budget (HB636)
Bill text as passed House and Senate (HB636ER)
Enrolled
Signed by President
Signed by Speaker
Senate amendment agreed to by House (63-Y 34-N 0-A)
Passed Senate with amendment (20-Y 19-N 0-A)
Commerce and Labor Amendment agreed to
Engrossed by Senate as amended
Read third time
Passed by for the day Block Vote (Voice Vote)
Constitutional reading dispensed Block Vote (on 2nd reading) (39-Y 0-N 0-A)
Rules suspended
Chaptered
4/22/2026
Reenrolled
4/22/2026
Substitute
4/14/2026
Gov Recommendation
4/13/2026
Enrolled
3/14/2026
Amendment
3/5/2026
Amendment
3/3/2026
Amendment
3/2/2026
Amendment
2/23/2026
Substitute
2/10/2026
Amendment
2/6/2026
Amendment
2/5/2026
Introduced
1/13/2026
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