Pay Transparency Laws in Washington
Washington has pay transparency requirements
Washington requires employers with 15 or more employees to include the wage scale or salary range and a general description of all benefits and other compensation in all job postings. The law applies to any position that could be filled by a Washington-based employee, including remote work. Washington bans salary history inquiries.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 15+ employees — 15+ employees for posting requirement. Salary history ban applies to all employers. |
| Effective date | January 1, 2023 |
| Penalties | Civil penalties and enforcement through the Washington Department of Labor and Industries. Employees may also file civil actions. |
| Statute | RCW SS 49.58.110 (SB 5761) |
Pay Transparency Laws in Washington: what you need to know
Washington has enacted a pay transparency law that affects how employers handle salary information. Washington requires employers with 15 or more employees to include the wage scale or salary range and a general description of all benefits and other compensation in all job postings. The law applies to any position that could be filled by a Washington-based employee, including remote work. Washington bans salary history inquiries. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and Washington is among the states leading this trend.
Washington requires employers to include salary ranges in job postings. 15+ employees for posting requirement. Salary history ban applies to all employers. This means that when you apply for a job in Washington, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 15 or more employees.
In Washington, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
Washington also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in Washington must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of Washington's pay transparency law includes penalties for non-compliance. Civil penalties and enforcement through the Washington Department of Labor and Industries. Employees may also file civil actions. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For Washington workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More Washington workplace laws
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Frequently asked questions about pay transparency laws in Washington
Yes. Washington requires employers with 15 or more employees to include salary ranges in job postings.
No. Washington has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. Washington requires employers to provide salary range information upon request.
Civil penalties and enforcement through the Washington Department of Labor and Industries. Employees may also file civil actions.
This depends on the specific provisions of Washington law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.