Latest action: Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
Referred to one or more standing committees for review, hearings, and possible markup.
Specific committees not parsed from action data.
The committee may hold hearings, amend the bill, or let it die without action.
Next: Reported
Full chamber floor — Speaker / Majority Leader controls scheduling
Requires employers to disclose salary information in job postings to improve hiring transparency.
The problem
Job seekers often don't know salary ranges when applying, making it hard to evaluate job offers fairly. This information imbalance can perpetuate wage gaps.
The proposal
The bill mandates that employers include pay ranges or salary information in job postings and related materials to increase transparency in the hiring process.
The impact
Job seekers gain clarity on compensation before applying. Employers must provide salary data. Pay equity issues may become more visible to workers and regulators.
Workers can make informed decisions about which jobs to pursue. Knowing salary ranges upfront saves time and prevents wasted applications for positions below their needs.
Salary transparency can help identify and reduce gender and racial pay discrimination. When salaries are public, employers may face pressure to pay fairly.
Clear salary information can speed up negotiations and reduce back-and-forth discussions. Candidates know if the position matches their expectations earlier.
Transparency helps workers compare offers across companies. This can pressure employers to offer competitive wages to attract talent.
Companies must update job postings with salary data, requiring new processes and HR effort. Small businesses may struggle more with compliance costs.
Published salary ranges limit employers' ability to negotiate individual compensation packages. This removes flexibility for experienced candidates or unique situations.
Companies worry that revealing salaries gives competitors insights into their pay structure and budget. This could affect business strategy and market positioning.
Some employers might avoid posting jobs publicly to escape transparency requirements, potentially reducing visible job opportunities for workers.
Generated by AI from the bill text. Not a prediction and not legal or policy advice. The percentage is the model's own rating of each item — self-reported, and not a measure of how accurate it is.
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Individual contributions, grouped by employer · FEC
Where their individual donors work · 2026 cycle
Money from people who work there, not from the company. Not tied to this bill.
Itemized individual contributions via FEC, grouped by the employer each contributor self-reported. Companies and unions cannot contribute to federal candidates from their treasuries, so these totals are money from people who work at an employer — never from the organization itself. They are campaign contributions covering a full election cycle and are not connected to this bill.
Senate LDA lobbying disclosures
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