I 
119TH CONGRESS 
1ST SESSION H. R. 2007 
To amend the Fair Labor Standards Act to require an employer providing 
an employment opportunity to disclose the wage range for such employ-
ment opportunity to employees and applicants for employment, and for 
other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
MARCH 10, 2025 
Ms. NORTON introduced the following bill; which was referred to the 
Committee on Education and Workforce 
A BILL 
To amend the Fair Labor Standards Act to require an 
employer providing an employment opportunity to dis-
close the wage range for such employment opportunity 
to employees and applicants for employment, and for 
other purposes. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘Salary Transparency 
Act’’. 
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SEC. 2. PROHIBITIONS RELATING TO WAGE DISCLOSURES. 
(a) IN GENERAL.—The Fair Labor Standards Act of 
1938 (29 U.S.C. 201 et seq.) is amended by inserting 
after section 7 the following new section: 
‘‘SEC. 8. REQUIREMENTS AND PROHIBITIONS RELATING TO 
WAGE DISCLOSURES. 
‘‘(a) IN GENERAL.—It shall be an unlawful practice 
for an employer to— 
‘‘(1) fail or refuse to disclose, in any public or 
internal posting for an employment opportunity, the 
wage or wage range for such employment oppor-
tunity; 
‘‘(2) in any case in which a public or internal 
posting for an employment opportunity has not been 
made available to an applicant for such employment 
opportunity, fail or refuse to disclose to such appli-
cant the wage or wage range for such employment 
opportunity prior to discussing compensation with 
the applicant and at any time upon the applicant’s 
request; 
‘‘(3) fail or refuse to disclose to an employee 
the wage or wage range for the employee’s position 
upon hire and at least annually thereafter and at 
any time upon the employee’s request; or 
‘‘(4) refuse to interview, hire, promote, or em-
ploy an employee or applicant for employment, or in 
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any other manner retaliate against an employee or 
applicant for employment, for exercising any rights 
under this section. 
‘‘(b) DEFINITION.—In this section, the term ‘wage 
range’, with respect to an employment opportunity, means 
the range of wages, or salaries and other forms of com-
pensation, that the employer providing such employment 
opportunity anticipates in good faith relying on in setting 
the pay for such employment opportunity. Such term may 
include reference to any applicable pay scale, previously 
determined wage range for the position, the actual wage 
range for those currently holding equivalent positions, or 
the budgeted amount for the position, as applicable. For 
the purposes of subsection (a)(3), such term may include 
reference to any applicable pay scale, previously deter-
mined wage range for the position, or the wage range for 
incumbents in equivalent positions, as applicable.’’. 
(b) PENALTIES.—Section 16 of such Act (29 U.S.C. 
216) is amended by adding at the end the following new 
subsection: 
‘‘(f)(1) Any person who violates the provisions of sec-
tion 8 shall— 
‘‘(A) be subject to a civil penalty of $5,000 for 
a first violation, increased by an additional $1,000 
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for each subsequent violation, not to exceed $10,000; 
and 
‘‘(B) be liable to each employee or applicant for 
employment who was the subject of the violation for 
statutory damages between $1,000 and $10,000, or 
actual damages, whichever is greater, plus reason-
able attorneys’ fees, and shall be subject to such in-
junctive relief as may be appropriate. 
‘‘(2) An action to recover the liability described in 
paragraph (1)(B) may be maintained against any em-
ployer (including a public agency) in any Federal or State 
court of competent jurisdiction by any one or more em-
ployees or applicants for employment for and on behalf 
of— 
‘‘(A) the employees or applicants for employ-
ment; and 
‘‘(B) other employees or applicants for employ-
ment similarly situated.’’. 
Æ 
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