What do Washington job postings have to include?

The wage scale or salary range plus general descriptions of benefits and other compensation, for employers with 15+ employees (one Washington-based employee puts the whole workforce in the count). A genuine single fixed wage may be listed instead of a range since July 2025.

Can someone sue over a non-compliant Washington job posting?

Yes — and broadly. The state supreme court held in September 2025 (Branson) that anyone who applies to a non-compliant posting can seek statutory damages of $100–$5,000 plus fees, whether or not they genuinely wanted the job.

Does Washington give employers a chance to fix a bad posting?

Temporarily: for postings between July 27, 2025 and July 27, 2027, an employer gets 5 business days after written notice to correct a posting before damages can be sought. The cure window sunsets in July 2027.

Are Washington's pay transparency rules new in 2026?

No — the posting mandate has been in force since January 1, 2023. The July 2025 amendments (SB 5408) changed remedies: a sliding damages scale and the temporary cure period.

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Washington Pay Transparency Law (2026)

Verified as of July 14, 2026

Posting disclosure required?: Yes — wage scale or salary range plus benefits in postings (RCW 49.58.110, effective January 1, 2023; amended by SB 5408 effective July 27, 2025)
Covered employers: 15+ employees, counting the whole workforce as long as one employee is Washington-based.
What postings must include: The wage scale or salary range, a general description of all benefits, and a general description of other compensation. Since July 27, 2025, an employer genuinely offering a single fixed wage may list that fixed amount instead of a range.
Disclosure on request: Applicants offered a position (and employees offered internal transfers/promotions) can request the minimum wage or salary for the role.
Promotion / internal notice: Limited — no Colorado/Illinois-style internal announcement mandate.
Remote positions: Covers postings for jobs performable by a Washington-based employee, including remote work. Jobs performed entirely outside Washington are excluded, assessed case-by-case.
Pay-data reporting: No state pay-data reporting regime.
Penalties & enforcement: The litigation hotspot: a private right of action with statutory damages of $100–$5,000 per violation plus attorney fees (sliding scale replaced the flat $5,000 for postings on/after July 27, 2025). In Branson v. Washington Fine Wine & Spirits (Sept 4, 2025), the state supreme court held any person who applies to a non-compliant posting may seek damages, regardless of genuine interest in the job. Temporary counterweight: a 5-business-day cure window after written notice, sunsetting July 27, 2027. L&I can also assess civil penalties ($500 first / $1,000 repeat).

Frequently asked questions

What do Washington job postings have to include?: The wage scale or salary range plus general descriptions of benefits and other compensation, for employers with 15+ employees (one Washington-based employee puts the whole workforce in the count). A genuine single fixed wage may be listed instead of a range since July 2025.
Can someone sue over a non-compliant Washington job posting?: Yes — and broadly. The state supreme court held in September 2025 (Branson) that anyone who applies to a non-compliant posting can seek statutory damages of $100–$5,000 plus fees, whether or not they genuinely wanted the job.
Does Washington give employers a chance to fix a bad posting?: Temporarily: for postings between July 27, 2025 and July 27, 2027, an employer gets 5 business days after written notice to correct a posting before damages can be sought. The cure window sunsets in July 2027.
Are Washington's pay transparency rules new in 2026?: No — the posting mandate has been in force since January 1, 2023. The July 2025 amendments (SB 5408) changed remedies: a sliding damages scale and the temporary cure period.

Source: RCW 49.58.110 and SB 5408 (app.leg.wa.gov); L&I Equal Pay guidance (ES.E.1 rev. Feb 2026); Branson (Wash. 2025) as reported. Verified 2026-07-13.

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