Daily fines, a 15-employee threshold, and rules that follow remote workers into the state
Pennsylvania lawmakers want employers to spell out health, life and retirement benefits in every job ad - or risk daily fines.
A bill working its way through the state House would add new benefit-disclosure rules to Pennsylvania's 1959 Equal Pay Law. House Bill 2700 was introduced on July 14, 2026, by Reps. Kristine Howard, Melissa Shusterman and Carol Hill-Evans, and was referred to the House Labor and Industry Committee the following day.
The change would land squarely on HR desks. Any covered employer - one with 15 or more workers - would have to include a written benefits disclosure in every job listing. That means laying out each medical, dental or vision benefit on offer: the premium and how the cost splits between employer and employee, deductibles, copays and out-of-pocket maximums, the plan or provider name, and any waiting period. Employers would also have to describe life insurance and retirement or deferred compensation benefits, or state plainly where a benefit is not offered.
Salary sits at a different point in the process. The job listing itself would not need a wage figure. Instead, when an employer makes an offer, it would have to give the candidate a written disclosure stating the annual salary or hourly wage, whether the role is exempt or nonexempt from overtime, and a copy of the federal summary plan description for each benefit plan the person could join.
The reach is broad. The rules would apply to any position performed in whole or in part in Pennsylvania, including remote roles filled by someone based in the state.
The penalties give the bill its bite. A job listing that skips the required disclosures could draw a fine of up to $300, and each day the listing stays live would count as a separate offense. An offer made without the required disclosures could bring a fine of up to $2,000. There is a cushion for first-timers: the state would send written notice, and no fine applies if the employer corrects or pulls the listing within 14 days. Any person can report a suspected violation.
If enacted, the law would take effect 120 days later.
For HR leaders, the takeaway is practical. Job postings and offer letters would need a rebuild, with benefit summaries, cost figures and plan documents pulled into a single disclosure workflow. For now, though, this is a proposal. The bill has only been introduced, it has not passed either chamber, and no part of it is law yet.
