Bills · HR 2219
IN COMMITTEE· 119TH CONGRESS
House BillHR 2219Civil actions and liabilityPersonnel records
Salary History Question Prohibition Act
INTRO MAR 18· LAST ACTION MAR 18
READING
3MIN
COSPONSORS
2
READER REACTIONS0 TOTAL
NO VOTES YET · BE THE FIRST
- Introduced only
LEGISLATIVE PROGRESS
STEP 2 / 8Introduced
In Committee
Reported
Passed House
Passed Senate
Conference
To President
Became Law
WHAT THE BILL DOES
AI-writtenVoters should care about this bill because it aims to address persistent wage disparities, particularly those affecting women and minority groups. Research often shows that salary history questions can perpetuate pay gaps, as a person's current wage offer might be unfairly tied to a previous, potentially lower, salary. By prohibiting these questions, the bill encourages employers to offer pay based on the value of the job and the applicant's skills and experience, rather than their historical earnings.
If this bill becomes law, job seekers could feel more empowered during salary negotiations and potentially receive more equitable pay offers. If it doesn't pass, the current system, where employers can use salary history to set new wages, would continue, potentially entrenching existing pay inequalities.
KEY PROVISIONS
5AI-extractedPROVISION 01
Employers cannot rely on a job applicant's past wages when considering them for employment or determining their new salary.
This aims to prevent employers from using previous low salaries to justify offering lower pay for a new position, promoting fairer starting wages.
PROVISION 02
Employers cannot ask a job applicant or their former employers for their wage history.
This stops the practice of employers using past salary information as a benchmark, which often perpetuates existing pay gaps.
PROVISION 03
An employer can only consider wage history if the applicant voluntarily provides it *after* a job offer and proposed salary, specifically to negotiate for *higher* pay.
This exception allows applicants to use their past earnings strategically if it benefits them, while still protecting them from involuntary disclosure.
PROVISION 04
Employers are forbidden from retaliating against employees or job applicants who oppose practices made unlawful by this bill.
This protects individuals who speak up against illegal salary history inquiries from losing their job or being otherwise punished.
PROVISION 05
Violating these rules incurs a civil penalty of $5,000 for a first offense and up to $10,000 for subsequent offenses, plus special damages to the affected individual.
These penalties provide a deterrent for employers and offer financial recourse for individuals harmed by violations.
SPONSORSHIP
1 + 2
D· District of Columbia
YRS IN OFFICE
35
BILLS LED
114
COSPONSOR BREAKDOWNBIPARTISAN · 0%
DEM 2 REP 0 IND 0
ACTION TIMELINE
3 EVENTSMAR 18
Sponsor introductory remarks on measure. (CR E225)
MAR 18
Introduced in House
MAR 18
Referred to the House Committee on Education and Workforce.
BILL INFO
TypeHouse Bill
NumberHR 2219
Congress119th
StatusIn Committee
IntroducedMar 18, 2025
Last actionMar 18, 2025
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IN COMMITTEE· 119TH CONGRESS · EDUCATION AND WORKFORCE COMMITTEE · INTRODUCED MAR 18, 2025
House BillHR 2219Civil actions and liabilityPersonnel records
Salary History Question Prohibition Act
INTRODUCED MAR 18, 2025· LAST ACTION MAR 18, 2025
PASSAGE CHANCES
—%
READING
3 min
COSPONSORS
2
COMPLEXITY
Moderate
