Does a Washington employer have to give the pay range for an internal promotion or transfer?
Quick answer
Yes, if the employee asks. When an employee is offered an internal transfer or a promotion, the employer must give the wage scale or salary range for the new position on request, or the fixed wage if only one amount is offered (RCW 49.58.110(2)). The rule applies to employers with 15 or more employees.
What does the law say? Key facts and official sources
| Item | What the law says | Source |
|---|---|---|
| Internal moves | On request of an employee offered an internal transfer or promotion: the wage scale or salary range for the new position, or the fixed wage if only one amount is offered (RCW 49.58.110(2)) | Official source |
| Who is covered | Employers with 15 or more employees (RCW 49.58.110(3)) | Official source |
| Job postings | Each posting must show the wage scale or salary range (or fixed wage) and a general description of all benefits and other compensation (RCW 49.58.110(1)(a)) | Official source |
| Department remedies | Statutory damages of $100 to $5,000 per violation to each affected applicant or employee; civil penalty up to $500 (first) or $1,000 (repeat); actual damages or reinstatement for an employee hurt by a subsection (2) violation (RCW 49.58.110(4)) | Official source |
| Lawsuit | Statutory damages of $100 to $5,000 per violation plus attorneys' fees and costs; must be filed within 3 years (RCW 49.58.110(5)) | Official source |
| Correction window | 5 business days to correct a posting after written notice, for postings from July 27, 2025 through July 27, 2027 (RCW 49.58.110(1)(b)) | Official source |
| Last verified | October 24, 2026 | Astor Ventures |
Does the employer have to volunteer the range?
For internal transfers and promotions the statute says "upon request of an employee". It does not require the range to be offered without a request. External job postings are different: the range must be in every posting.
Does the 5-day correction window cover internal requests?
The correction window in RCW 49.58.110(1)(b) is written for job postings under subsection (1). It does not mention internal transfer or promotion requests under subsection (2). We do not stretch it further than the text.
What can an employee get if the employer refuses?
Through a complaint to the department: statutory damages of $100 to $5,000 per violation, and for an employee hurt by a subsection (2) violation, actual damages, reinstatement or other relief. Or a lawsuit within three years for $100 to $5,000 per violation plus attorneys' fees, but not both.
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What else do people ask?
Does this apply to employers with fewer than 15 employees?
No. RCW 49.58.110 only applies to employers with 15 or more employees.
Is a fixed wage enough?
Yes, if the employer is offering only one fixed wage amount for the new position, it gives that amount instead of a range.
Do postings need benefits too?
Yes. Each posting needs a general description of all benefits and other compensation (RCW 49.58.110(1)(a)).
Is this legal advice?
No. General information only.
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