What are the penalties under the Washington pay transparency law?
Quick answer
Washington employers with 15 or more employees must list the pay range and benefits in every job posting (RCW 49.58.110). Applicants can recover $100 to $5,000 per violation, and the Department of Labor and Industries can also issue civil penalties. Until July 27, 2027, fixing a posting within five business days of written notice avoids penalties.
Not legal advice.
Key facts and official sources
| Item | What the law says | Source |
|---|---|---|
| Law | RCW 49.58.110 | Official source |
| Who | Employers with 15 or more employees; postings via agencies and job boards count | Official source |
| Damages | Applicants: $100 to $5,000 per violation plus attorney's fees (RCW 49.58.110(4)-(5)) | Official source |
| L&I penalty | Up to $500 first violation, $1,000 repeat | Official source |
| Cure window | Fix within 5 business days of written notice = no penalties; ends July 27, 2027 (RCW 49.58.110(1)(b)) | Official source |
What to do now
- Audit every live Washington posting, including job boards and agencies.
- Add the pay range (or fixed wage) and a general benefits description.
- Set a 5-business-day response process for written notices.
- Update ATS templates so new postings comply.
Want it done in an afternoon? The Pay-range job posting kit (WA / MA / DE) turns these steps into fill-in templates, a checklist and a tracker, with the official sources quoted. One-time payment, instant download.
FAQ
Does the Washington pay range rule apply to job boards and recruiters?
Yes. Postings made through a third party, such as a staffing agency or job board, still count as your posting (RCW 49.58.110).
Who must post pay ranges in Washington?
Employers with 15 or more employees, for every job posting, including postings through a third party (RCW 49.58.110).
What are the penalties?
Applicants can recover statutory damages of $100 to $5,000 per violation plus attorney's fees; L&I can assess up to $500 for a first violation or $1,000 for a repeat.
What is the 5-business-day cure?
An employer that receives written notice of a noncompliant posting and corrects it within five business days cannot be assessed penalties or damages for that violation. The cure window does not apply after July 27, 2027.
What about Massachusetts and Delaware?
Massachusetts (25+ employees) has required pay ranges since October 29, 2025; Delaware (26+) starts September 26, 2027.
Is this legal advice?
No. General information only.
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