Washington state has updated several aspects of its pay transparency law:
- While covered employers must still generally include the wage scale or salary range in job postings, when the employer is offering only a fixed wage amount for the opening, the employer must disclose only the fixed wage amount rather than a scale or range. The same is true for internal transfers and promotions.
- For any postings between July 27, 2025 and July 27, 2027, an employer is allowed an opportunity to correct a violation of the state’s pay transparency law before a job applicant may seek remedies. If an employer receives notice alleging that their posting does not comply with the law, and the employer corrects the posting within five business days of receiving the written notice and, where applicable, contacts any applicable third-party posting entity with a demand to correct the posting, then they will not be assessed penalties, damages, or other relief.
- Administrative remedies for violations and repeat violations have been modified.
The updates go into effect on July 27, 2025.