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Washington Pay Transparency Update 2025: Salary Ranges, Fixed Pay, and Corrections

Washington revised its wage and salary disclosure rules effective July 27, 2025. Employers with at least 15 employees must continue to disclose compensation information, while the update added fixed-pay language and a temporary correction opportunity.

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Washington Pay Transparency Update 2025: Salary Ranges, Fixed Pay, and Corrections

Quick answer: Covered Washington postings must state the wage scale or salary range, benefits, and other compensation. When only one fixed amount is offered, the posting must disclose that amount.

What changed on July 27, 2025?

Substitute Senate Bill 5408 revised Washington’s Equal Pay and Opportunities Act provisions governing wage and salary disclosures.

The update clarified that an employer offering only one fixed wage must disclose the fixed amount rather than inventing a range.

Covered employers

The job-posting disclosure rule applies to employers with at least 15 employees. Covered postings include electronic and printed solicitations intended to recruit applicants for a specific available position.

What a compliant posting includes

Temporary correction opportunity

For postings from July 27, 2025 through July 27, 2027, the amended law provides an opportunity to correct a disclosure violation before an applicant seeks specified remedies.

This does not authorize employers to omit compensation information. A rapid correction procedure is essential.

Potential damages

The amended provisions authorize statutory damages ranging from $100 to $5,000 per violation, depending on statutory factors.

Employers should preserve posting versions, correction notices, response dates, and recruiting records.

Salary history restrictions

Washington employers generally cannot seek or require an applicant’s prior wage or salary history. Limited confirmation can occur after a negotiated offer is made and accepted.

Prior salary also cannot justify an unlawful pay difference.

Driver’s license restrictions

A separate 2025 amendment effective July 27 restricts employers from requiring a valid driver’s license unless driving is an essential job function or part of a legitimate business purpose.

Employers should remove boilerplate license requirements from positions that do not involve driving.

Compliance checklist

  1. Confirm the 15-employee threshold.
  2. Set a genuine range or fixed amount.
  3. Describe benefits and other compensation.
  4. Review remote and multistate postings.
  5. Create a correction process.
  6. Remove unnecessary license requirements.
  7. Train recruiters on salary-history restrictions.

Frequently Asked Questions

When did SB 5408 take effect?

July 27, 2025.

Can an employer post one fixed salary?

Yes, when only one amount is actually offered.

How many employees trigger the rule?

At least 15 employees.

Is there a correction opportunity?

Yes, for covered postings through July 27, 2027.

Can employers ask for salary history?

Washington generally prohibits seeking or requiring it.

Official Sources

This article is for general educational purposes and is not legal, tax, accounting, payroll, or employment advice. Rules can change and may differ by location, occupation, employer size, and employee duties.

Reviewed for accuracy by the OvertimePayUSA editorial team using official labor sources such as the U.S. Department of Labor and state agencies.
Official Sources

This calculator is for educational purposes only. Consult your employer or a labor attorney for advice specific to your situation.

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Frequently Asked Questions

Can my employer require me to work overtime?
Yes. Employers can require overtime work. However, they must pay the required overtime premium (1.5x or higher per state law) for hours over the threshold. Refusing to work overtime may result in termination, but employers cannot refuse to pay overtime premiums that are legally owed.
What should I do if I think I'm owed unpaid overtime?
Document everything: save pay stubs, time records, emails, and any communications about hours worked. Calculate what you believe is owed. Contact your employer in writing first. If they don't respond satisfactorily, file a complaint with your state Department of Labor or the U.S. Department of Labor Wage and Hour Division. Consider consulting an employment attorney for large amounts.
Is my salaried position automatically exempt from overtime?
No. Many salaried positions still qualify for overtime pay. Exemption requires: (1) earning above the minimum threshold (~$35,500 federally, varies by state), and (2) spending more than 50% of time in exempt duties (executive, professional, administrative). If unsure, file a wage claim or consult an employment attorney.
Can I get overtime pay if I work multiple jobs?
Federal overtime laws (FLSA) typically count only hours for a single employer. However, some states have more generous rules. Hours worked for different employers at the same time usually don't combine for overtime purposes unless you're an independent contractor. Check your state's Department of Labor for specific rules.
What's the statute of limitations for claiming unpaid overtime?
Federally, you have 2-3 years to file a lawsuit for unpaid wages (3 years for willful violations). State laws vary: California allows 3-4 years, New York allows 6 years. For administrative complaints, the timeframe is often shorter (1-2 years). Act quickly if you believe you're owed wages.
Do I have to be paid for meal breaks?
If you work during a meal break or cannot take a true break away from your workstation, that time must be paid. If you take an actual, uninterrupted break (usually 20+ minutes), it can be unpaid. Rules vary by state—check your state's Department of Labor for specifics.
Can an employer post one fixed salary?
Yes, when only one amount is actually offered.
How many employees trigger the rule?
At least 15 employees.
Is there a correction opportunity?
Yes, for covered postings through July 27, 2027.
Can employers ask for salary history?
Washington generally prohibits seeking or requiring it.
⚖️ Statutory Legal Authority: Overtime pay calculations strictly follow the Fair Labor Standards Act (FLSA), 29 U.S.C. § 207 and U.S. Department of Labor (WHD) Regulations 29 C.F.R. Part 778. State daily overtime rules comply with California Labor Code § 510, Colorado COMPS Order #38, and Alaska Stat. § 23.10.060.