Pay Transparency Laws Come to Washington State

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Hey Compliance Warriors!


HAVE YOU HEARD? Starting Jan. 1, 2023, employers in Washington State that have 15+ employees must disclose the salary range and a description of all benefits and other compensation in the job posting. Senate Bill 5761 was signed into law on March 30, 2022.


Washington State has now joined New York City and Colorado in requiring salary transparency in job postings. Currently, the law in  Washington says that employers must disclose wage information to applicants only upon their request. Under the new law, job postings are not required, but if job postings are used, employers must include all compensation disclosures, effective Jan. 1, 2023.


The definition of a job posting in WA State is:

“Any solicitation intended to recruit job applicants for a specific available position, including recruitment done directly by an employer or indirectly through a third party, and includes nay postings done electronically, or with a printed hard copy, that includes qualification for desired applicants.”


Employers will still need to provide a salary range or wage scale upon request to employees offered a new position, promotion, or an internal transfer.


Meanwhile, New York City’s pay transparency law becomes effective on May 15, 2022. The required range for the listed maximum and minimum salary, under this law, would begin with the lowest salary and reach the highest salary that the employer truly believes it would pay for the posted job, promotion, or transfer.


Other states with similar laws include:

  • California
  • Connecticut
  • Maryland
  • Rhode Island


Employers with locations in Washington should begin to prepare very soon in order to be ready to comply with the new pay transparency law beginning January 2023.

Be Audit-Secure™



Lisa Smith, SPHR, SHRM – SCP

Certified EEO Investigator (EEOC)

Lead Support and Content Chief – HelpDeskforHR.com

“You cannot be audit-proof, but you can Be Audit-Secure.”


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