WA’s 2025 Job Posting Transparency Law: What Workers Need to Know

In 2025, Washington strengthened the Equal Pay and Opportunities Act to give job applicants and employees clearer information—and real enforcement rights—when employers post open positions. Covered employers (those with 15 or more employees) must now include the wage scale or salary range in every job posting or disclose a fixed wage if only one amount is offered. Postings must also provide a general description of benefits and other compensation. The law reflects the Legislature’s continued effort to reduce wage gaps and income disparities by ensuring workers have meaningful pay information before applying or accepting a job.

When employers fail to comply, applicants and employees have enforceable rights. They may pursue relief through an administrative claim or a private lawsuit, with potential statutory damages of $100 to $5,000 per violation, plus attorneys’ fees and costs. For a limited period ending in 2027, employers get one chance to fix a deficient posting within five business days after written notice; if they do not, liability can follow. After that date, the cure period disappears, and violations can lead directly to penalties and damages.

Pay transparency violations can materially affect career decisions, negotiations, and earnings. If you are thinking “I need a lawyer to sue” or searching for contingency attorneys near me, speaking with an experienced employment and civil litigation lawyer can help you understand your options. Seattle Litigation Group PLLC is a boutique employment law firm that represents Washington workers in these disputes and offers guidance to applicants and employees who believe an employer has violated the job posting disclosure rules.