Pay Transparency/Washington
Washington Pay Transparency Law 2026
Whether pay ranges belong in job postings here, who is covered, and what non-compliance costs. Every requirement below is checked against the statute and the enforcing agency.
Ranges and Benefits 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). |
Questions employers ask
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.
Sources and caveats
Get notified when Washington changes its rules
State employment law changes, in plain English, with what to do about them.
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