Washington State Pay Transparency Law: EPEWA Requirements

Washington State’s pay transparency law, part of the Equal Pay and Opportunities Act (EPEWA), took effect January 1, 2023. It covers employers with 15 or more employees and requires more than just a salary range — benefits must be disclosed alongside compensation, making Washington one of the more demanding states for job posting compliance.

Quick facts

Law

Washington Equal Pay and Opportunities Act (EPEWA), RCW 49.58.110

Effective date

January 1, 2023

Employer threshold

15 or more employees

Required: salary range

Yes — wage scale or salary range (genuine min-max)

Required: benefits

Yes — general description of all benefits and other compensation

Applies to remote roles

Yes — if the role can be performed in Washington

Penalty

$500-$1,000 per violation

Enforced by

Washington Department of Labor and Industries

The benefits requirement

Washington is one of six states that require a benefits description alongside a salary range. The others are Colorado, Illinois, Delaware, Maryland, and Minnesota. Most employers focused on salary compliance miss this requirement entirely.

The Washington Department of Labor and Industries has clarified that a “general description” is sufficient — you do not need to enumerate every benefit in detail. At minimum, the posting should identify which benefit categories apply to the role:

• Health, dental, and vision insurance
• Retirement plans (401k or pension)
• Paid time off and sick leave
• Life insurance and disability coverage
• Equity, bonuses, or commission structures (if applicable)

A sentence like “Benefits include medical, dental, and vision insurance, a 401(k) with employer match, and paid time off” satisfies the requirement. Language like “competitive benefits package” or “full benefits” does not.

Remote roles and the Washington trigger

Washington EPEWA applies to any employer that posts a role that can be performed in Washington state, regardless of where the company is headquartered. A remote-US posting from a company based in Texas still triggers Washington’s requirements if Washington residents could apply and perform the job.

This is the same logic that applies in Colorado and California. The law follows the employee’s location, not the employer’s. If your remote posting does not specify a geographic restriction, assume Washington applies.

What counts as a valid salary range

Washington requires a “wage scale or salary range” — a genuine minimum and maximum that reflects what the employer would realistically pay for the role. Single figures, ranges that span more than 2x the minimum (e.g. $60,000-$180,000 for a single role level), and vague language like “DOE” or “market rate” do not satisfy the requirement.

For roles with variable compensation like sales, the base salary range must be disclosed separately from on-target earnings or commission structures.