Maryland Wage Transparency & Pay Stub Information Law Takes Effect October 1, 2024

Earlier this year, Governor Wes Moore signed into law two statutes — the Wage Range Transparency Law and the Pay Stub Information Law that increase the compensation details that Maryland employers must communicate to job applicants and employees. The law takes effect on October 1, 2024. Maryland employers of any size are required to:

• Include the wage range (minimum and maximum hourly rate or salary for the position), a general description of benefits and any other compensation offered for the position in all public and internal job postings
• Disclose the information above to any applicant that did not receive it both before discussing compensation with the applicant and when the applicant requests it
• Keep records showing compliance with the pay transparency requirements for each position for at least three (3) years after the position is filled, or if the position is not filed, the date the position was initially posted.
   

Employers may satisfy their notice obligation by completing a compensation disclosure form that Maryland’s Division of Labor and Industry (DLI) published and including it with each job posting or otherwise making it available to job applicants. The notice obligation applies to each job or position for promotion, transfer or other employment opportunity that will be, at least partially, physically performed in Maryland.

Pay Stub Information Law

Separately, Maryland has amended its Wage Payment and Collection Law to increase the information that employers must include in physical and online pay stubs. Specifically, employers must include:

• The employer’s name as registered with the state, address, and telephone number.
• The work dates that the payment covers and the pay period’s first and last dates.
• Exempt and Non-Exempt Classification
• Unless the employee is exempt from overtime under federal and state law, the number of hours that the employee worked during the pay period.
• The employee’s pay rates.
• The gross and net pay that the employee earned during the pay period.
• The amount and name of all deductions.
• A description of the information that the employer used to calculate the employee’s gross and net pay.
• A list of additional bases for the payment, including bonuses, commissions on sales, or other bases.
• For each employee paid by the piece, the applicable piece rates and the number of pieces that the employee completed at each rate.

The DLI published a pay stub template that employees may use to satisfy their obligations.

Additional information can be found here: