Washington pay transparency law: what employers need to know
Last checked October 21, 2026, by Glenn at PostRight HR
Key facts
| Law | Equal Pay and Opportunities Act, RCW 49.58.110 |
|---|---|
| In effect since | January 1, 2023 |
| Who's covered | Employers with 15+ employees and at least 1 in Washington |
| Each posting must include | A wage scale or salary range (or the fixed wage if there's only one), plus a general description of benefits and other compensation |
| Remote jobs | Covered when Washington residents can apply |
| Damages | $100 to $5,000 per violation under the 2025 amendments, plus attorney's fees |
| Cure period | Employers get 5 business days to fix a posting after notice. This window lasts until July 27, 2027 |
Why Washington matters so much
More than 300 class actions have been filed since June 2024, mostly in King County, against employers that posted jobs without a range. In September 2025, the Washington Supreme Court ruled in Branson v. Washington Fine Wine & Spirits that an applicant doesn't need to be serious about the job to recover damages. That means exposure grows with the number of Washington residents who click apply.
How to fix your postings
- List every live posting on your careers page, including remote and internal ones.
- Add a good-faith pay range to each one. Use the range you'd really offer a strong candidate today, not a padded one.
- Add a short benefits summary where the state requires it.
- Update the posting template itself so new roles start out compliant.
- Re-check monthly, since new postings and edits are where most gaps come back.
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Get my free snapshotSource: Clockspot, Pay Transparency Laws by State (fact-checked May 25, 2026). Laws and enforcement change often. Check the state's labor department or your employment counsel before relying on this for a legal decision.