Virginia employers are facing new compliance obligations related to compensation transparency and hiring practices. Virginia’s House Bill 636 (HB 636) and Senate Bill 215 (SB 215) introduce significant changes that affect how organizations recruit, evaluate, and compensate job candidates. Organizations should evaluate current practices to ensure they are prepared to be in compliance starting July 1, 2026.
Understanding Virginia’s HB 636 and SB 215
Virginia’s HB 636 and SB 215 prohibit employers from requesting or relying on a prospective employee’s wage or salary history during the hiring process. The legislation also requires employers to include wage or salary ranges in public and internal job postings and establish those ranges in good faith.
Under the law, employers may not:
- Ask candidates about prior compensation history
- Use salary history to determine hiring decisions or compensation offers
- Retaliate against applicants who decline to disclose salary history
- Fail to provide wage or salary ranges in job postings
- Establish compensation ranges that are not made in good faith
Why These Laws Matter for Employers
Virginia joins a growing number of states implementing pay transparency and salary history restrictions designed to promote pay equity and reduce compensation disparities. For employers, these changes may require updates to several areas of the hiring process, including:
- Employment applications
- Interview scripts and recruiter training
- Compensation planning
- Job posting templates
- Applicant tracking systems
- Background screening workflows
At Choice Screening, we help organizations navigate evolving hiring regulations with confidence by providing compliant background screening solutions designed to support fair hiring, reduce risk, and streamline onboarding processes. From employment verification best practices to evolving state-specific compliance requirements, partnering with an experienced screening provider can help employers adapt more effectively to regulatory changes while maintaining efficient hiring.
This blog is intended for Choice Screening's current or prospective clients and partners and may not be forwarded outside of Choice Screening, posted online, or otherwise reprinted in whole or in part. The information contained in this blog is meant to be informative only; it is not all-encompassing, nor does it contain legal advice, expressed or implied. Consult with qualified legal counsel in all matters of employment, business, and background screening law.
