Pay transparency law in Washington: what employers must put in a job posting (2026)
Yes. Under the Equal Pay and Opportunities Act, employers with 15 or more employees must include a wage scale or salary range, a general description of benefits, and a general description of other compensation in every job posting for a role that could be performed in Washington.
The rule, in plain English
Washington's job-posting disclosure requirement (part of the Equal Pay and Opportunities Act, RCW 49.58) took effect on January 1, 2023, and was refined by amendments effective July 27, 2025. It applies to employers with 15 or more employees that recruit for roles which could be performed in Washington.
- Who it covers: postings for roles that could be filled in Washington, including remote positions a Washington-based person could do.
- What every posting must include: the wage scale or salary range; a general description of all benefits; and a general description of other forms of compensation (bonuses, commissions, etc.).
- Fixed-wage roles: the 2025 amendment confirms that if a role pays a single fixed amount, you post that rate rather than a range.
For posting violations after July 27, 2025, an employer can avoid damages and penalties by correcting the posting within five business days of receiving notice (and asking any third-party job board to fix its copy). This cure option is temporary — it sunsets on July 27, 2027.
What happens if you don't
Washington L&I can order an employer to pay each affected applicant statutory damages of $100 to $5,000 per violation, plus a civil penalty of up to $500 for a first violation and $1,000 for a repeat. Applicants can also bring a private lawsuit for the same statutory damages plus attorneys' fees. Confirm the current amounts on the official L&I page before relying on them.
What to actually put in the job description
Washington wants pay, benefits, and "other compensation" together. A compliant block:
Salary range: $75,000–$100,000 per year, depending on experience.
Other compensation: annual performance bonus up to 10%.
Benefits: medical, dental, and vision; 401(k) with match; paid time off and holidays.
For an hourly role, post the wage range instead — e.g., "$28–$35/hour."
Frequently asked questions
Does the Washington pay transparency law apply to small businesses?
It applies to employers with 15 or more employees. Smaller employers aren't required to include the wage scale in postings.
Do I have to list benefits and bonuses too?
Yes. Along with the wage range, the posting must include a general description of all benefits and a general description of other compensation, such as bonuses or commissions.
What if I make a mistake on a posting?
For violations after July 27, 2025, you can avoid damages and penalties by correcting the posting within five business days of notice (and notifying any third-party poster). That cure option expires July 27, 2027.
Do remote jobs need the disclosure?
If the remote role could be performed by someone in Washington, the posting must include the wage range, benefits, and other compensation.
Generate a WA-compliant job description — free
Our free JD generator builds an inclusive, bias-scanned job description with the Washington pay disclosure wired in. Add your benefits and other-compensation lines and you're compliant. No signup.
Write a compliant WA JD →This page is general information, not legal advice, and TranscendByDesign is not a law firm. Pay-transparency rules change and have nuances this summary doesn't cover. Confirm your obligations against the Washington State Department of Labor & Industries' official guidance — lni.wa.gov — or with employment counsel, before posting.