FOR IMMEDIATE RELEASE
New Virginia Pay Transparency Law Takes Effect July 1, 2026
What Virginia United Methodist Churches Need to Know
Richmond, Virginia — Virginia employers, including many churches and other faith-based organizations, should be aware of a new state employment law that takes effect July 1, 2026. House Bill 636 and Senate Bill 215 establish new pay transparency requirements and prohibit employers from asking job applicants about their salary history.
Although churches have unique legal considerations under the First Amendment and the ministerial exception, many churches employ lay staff—including office administrators, preschool employees, childcare workers, musicians, custodians, and program staff—who may be affected by these new requirements. Church leaders should review their hiring practices and employment policies before filling future positions.
What the New Law Requires
Beginning July 1, 2026, Virginia employers generally must:
- Include a good-faith wage or salary range in every public and internal posting for a job, promotion, transfer, or other employment opportunity.
- Refrain from asking applicants about their current or previous wages or salaries.
- Avoid using an applicant’s salary history when making hiring decisions or determining starting pay.
- Refrain from retaliating against applicants who decline to disclose salary history or who request the salary range for a position.
Applicants may voluntarily disclose their salary history, but employers may rely on that information only in limited circumstances permitted by the law and consistent with state and federal equal pay requirements.
What This Means for Local Churches
Churches should carefully evaluate how the new law applies to each position they fill.
For ordained clergy, constitutional protections such as the ministerial exception may affect how employment laws apply. However, many lay employee positions are likely to be subject to the new requirements. Because churches often employ both clergy and non-clergy staff, hiring procedures should distinguish between ministerial and lay positions and be reviewed with legal counsel when appropriate.
Churches should also remember that compensation decisions remain an important expression of good stewardship and fairness. Providing transparent salary ranges can help congregations recruit qualified employees while promoting consistency and equity.
Recommended Actions for SPRCs and Finance Committees
Local church leaders are encouraged to:
- Review all job posting templates, including updating all current postings
- Develop documented salary ranges for lay staff positions.
- Remove salary history questions from employment applications and interview guides.
- Train members of Staff/Pastor-Parish Relations Committees, search committees, and hiring managers on the new requirements.
- Review preschool, childcare, and other ministry hiring practices separately from clergy appointment processes.
- Consult conference leadership or qualified employment counsel regarding questions involving clergy or ministerial positions.
Looking Ahead
HB 636/SB 215 is one of several significant employment laws enacted by the Virginia General Assembly in 2026. Additional laws affecting paid sick leave, paid family and medical leave insurance, artificial intelligence in employment decisions, and other workplace practices will take effect over the next several years.
Churches are encouraged to begin preparing now by reviewing employment policies, updating hiring procedures, and educating church leaders responsible for personnel decisions.
By taking proactive steps today, local churches can continue to serve their congregations faithfully while maintaining sound employment practices and complying with Virginia law.