Takeaways

• Washington’s pay transparency statute imposes strict obligations on employers.
• Employers can reduce their exposure by acting proactively to ensure compliance.

The Washington Equal Pay and Opportunities Act (EPOA) (Chapter 49.58 RCW), the state’s pay transparency statute, imposes strict obligations on employers.

Although recently effective amendments to the law provide employers some relief (adding a brief grace period to cure deficiencies and certain limitations on damages), the Washington Supreme Court has clarified the law applies broadly, making employer compliance more important than ever.

Employers should review the current obligations and take proactive steps to ensure compliance.

Job Posting Obligations

The revised law requires the following information in all job postings (even for remote roles):

• Wage information: Either a wage range or a fixed wage, if the position offers only a fixed amount.
  
• Benefits information: A detailed description of all benefits the role is eligible to receive, including health insurance, retirement plans, paid time off, bonuses, and other material perks.
  
• Other compensation information: A general description of other compensation the role is eligible to receive.

Benefits Disclosure Specifics

The law requires a “general description of all of the benefits and other compensation.” Employers must provide enough detail to give applicants a clear understanding of the benefits package for the specific job opening.

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