Washington state’s Equal Pay and Opportunities Act (EPOA) is one of the strongest salary transparency laws in the country. It protects workers and job seekers from unfair pay practices and empowers them to discuss wages openly. Yet, many employers still violate these rules by hiding salary ranges in job postings or discouraging employees from talking about pay.
If you’ve encountered either of these issues, you may be entitled to $5,000 or more in damages, plus attorney’s fees. Here’s what you need to know.
What the Law Requires
Under the EPOA, Washington employers with 15 or more employees must:
- Include clear salary ranges or hourly rates in all job postings.
- List benefits and additional compensation (e.g., commissions, bonuses).
- Avoid vague language like “$50,000 and up” or “competitive pay.”
- Allow employees to discuss wages freely without fear of retaliation.
- Refrain from asking job applicants about salary history.
Common Violations
Despite the law, many employers still:
- Post jobs without salary ranges or benefits.
- Use vague or misleading compensation language.
- Ask applicants for previous salary information.
- Discourage employees from discussing pay.
- Retaliate against workers who raise concerns.
Why It Matters
Salary transparency helps close wage gaps, especially for women, people of color, and other marginalized groups.
When employers hide pay information or silence wage discussions, they perpetuate inequality and violate your rights.
What You Can Do
If you suspect a violation, here’s how to respond:
1. Document Everything
- Take screenshots of violative job postings.
- Save emails or messages discouraging pay talk.
- Keep records of any retaliation or mistreatment.
2. Know Your Rights
- You cannot be punished for discussing wages.
- Employers cannot ask about your salary history.
- You are entitled to clear pay information when applying for a job.
3. Contact an Attorney
Emery | Reddy offers Free Case Reviews and has extensive experience in wage transparency litigation. If your employer broke the law, you may be entitled to:
- $5,000 minimum in damages
- Attorney’s fees and costs
- Injunctive relief or reinstatement
Protect Your Rights. Don’t Stay Silent.
Washington’s salary transparency laws are designed to protect workers, but they only work if violations are reported and challenged. If your employer is hiding salary ranges or discouraging pay talk, don’t stay silent. Call Emery | Reddy today for a Free Case Review.
