Beginning on January 1,2023, all employers, with 15 or more employees (including employees in other states), engaging in any business, industry, profession, or activity in Washington (including recruiting for Washington-based employees) must disclose (i) a wage scale or salary range and (ii) a general description of benefits and other compensation on job postings that recruit Washington based employees. Job postings include any solicitation intended to recruit job applicants for a specific available position that includes qualifications for desired applicants. This does not include a general help wanted sign or post. For example, if you posted on a social media page “Now Hiring – Entry Level Customer Service Positions” this is not a “posting” for purposes of Washington law. However, if you posted “Now Hiring – Senior Customer Service Manager, 5 years of experience required, $45-$50/hr + benefits [Link to Benefits]“ this would be a job posting and all of the requirements discussed below would be required.
A wage scale or salary range should provide the applicant with the most reasonable and genuinely expected range of compensation for the job. The range should extend from the lowest to the highest pay established prior to publishing the job posting. A scale or range’s minimum and maximum should be clear without open-ended phrases such as “$60,000/per year and up” (with no top of the range), or “up to $29.00/hour” (with no bottom of the scale). If you intend to implement a “...
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