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Bill > SB488

WI SB488

WI SB488
Requiring job postings to include salary range and benefits, retaining records of job postings, granting rule-making authority, and providing a penalty.

summary

Introduced
10/02/2025
In Committee
10/02/2025
Crossed Over
Passed
Dead

Introduced Session

2025-2026 Regular Session

Bill Summary

This bill requires all job postings made by employers or third parties on behalf of employers to include the minimum and maximum salary or hourly pay for the job based on the employer[s good faith estimate and any other benefits available for the position, such as health insurance and retirement benefits. The bill also provides that employers and third parties that post jobs on behalf of employers are required to retain records of listings for job vacancies and employment opportunities, including information regarding wages, salary, and other benefits, for at least two years after the vacancy or employment opportunity is filled. The bill provides that an employer with fewer than 50 employees who violates a requirement under the bill shall forfeit $300 for a second violation and $600 for a third or subsequent violation, and an employer with 50 or more employees who violates a requirement under the bill shall forfeit $1,000 for a second violation and $2,000 for a third or subsequent violation. Under the bill, third parties that are required to comply with the provisions of the bill are subject to the same penalties LRB-4619/1 MIM:ajk&cdc 2025 - 2026 Legislature SENATE BILL 488 as an employer. Finally, under the bill each failure to comply with a duty required under the bill is a separate violation.

AI Summary

This bill requires employers and third parties posting job listings to include the salary range (defined as the minimum and maximum salary or hourly pay based on the employer's good faith estimate) and available benefits like health insurance and retirement benefits. Employers and job posting agents must retain records of job vacancy listings, including wage and benefit information, for at least two years after the position is filled. The bill establishes a graduated penalty system for non-compliance: first violations result in a written warning, with subsequent violations incurring financial penalties that vary based on the employer's size. For employers with fewer than 50 employees, second violations carry a $300 fine, while third or subsequent violations result in a $600 fine. Employers with 50 or more employees face higher penalties of $1,000 for second violations and $2,000 for third or subsequent violations. Third-party job posting agents are subject to the same penalty structure. Each individual failure to comply is considered a separate violation, and the bill grants the department authority to create rules for implementing these requirements, with the overall goal of increasing transparency in job postings and compensation practices.

Committee Categories

Business and Industry

Sponsors (32)

Last Action

Representative Johnson added as a cosponsor (on 10/03/2025)
(1 Companion Bills)

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