WASHINGTON EQUAL PAY AND OPPORTUNITIES ACT

RCW 49.58

in effect

RCW 49.58.005 Findings — Intent.

(1) The legislature finds that despite existing equal pay laws, there continues to be a gap in wages and advancement opportunities among workers in Washington, especially women and workers in other protected classes. Income disparities limit the ability of these workers to provide for their families, leading to higher rates of poverty among women and children and workers in other protected classes. The legislature finds that in order to promote fairness among workers, employees must be compensated equitably. Further, policies that encourage retaliation or discipline towards workers who discuss or inquire about compensation prevent workers from moving forward. (2) The legislature intends to update the existing Washington state equal pay act, not modified since 1943, to address income disparities, employer discrimination, and retaliation practices, and to reflect the equal status of all workers in Washington state. (3) The legislature finds that: (a) The long-held business practice of inquiring about salary history has contributed to persistent earning inequalities; (b) Historically, women have been offered lower initial pay than men for the same jobs even where their levels of education and experience are the same or comparable; and (c) Lower starting salaries translate into lower pay, less family income, and more children and families in poverty. (4) The legislature therefore intends to follow multiple other states and take the additional step towards gender equality by prohibiting an employer from seeking the wage or salary history of an applicant for employment in certain circumstances. Further, the legislature intends to require an employer to provide wage and salary information to applicants and employees. (1) The legislature finds that despite existing equal pay laws, there continues to be a gap in wages and advancement opportunities among workers in Washington, especially women and workers in other protected classes. Income disparities limit the ability of these workers to provide for their families, leading to higher rates of poverty among women and children and workers in other protected classes. The legislature finds that in order to promote fairness among workers, employees must be compensated equitably. Further, policies that encourage retaliation or discipline towards workers who discuss or inquire about compensation prevent workers from moving forward. (2) The legislature intends to update the existing Washington state equal pay act, not modified since 1943, to address income disparities, employer discrimination, and retaliation practices, and to reflect the equal status of all workers in Washington state. (3) The legislature finds that: (a) The long-held business practice of inquiring about salary history has contributed to persistent earning inequalities; (b) Historically, women have been offered lower initial pay than men for the same jobs even where their levels of education and experience are the same or comparable; and (c) Lower starting salaries translate into lower pay, less family income, and more children and families in poverty. (4) The legislature therefore intends to follow multiple other states and take the additional step towards gender equality by prohibiting an employer from seeking the wage or salary history of an applicant for employment in certain circumstances. Further, the legislature intends to require an employer to provide wage and salary information to applicants and employees.

RCW 49.58.010 Definitions.

The definitions in this section apply throughout this chapter unless the context clearly requires otherwise. (1) "Compensation" means discretionary and nondiscretionary wages and benefits provided by an employer to an employee as a result of the employment relationship. (2) "Department" means the department of labor and industries. (3) "Director" means the director of the department of labor and industries, or the director's designated representative. (4) "Employee" means an employee who is employed in the business of the employee's employer whether by way of manual labor or otherwise. (5) "Employer" means any person, firm, corporation, partnership, business trust, legal representative, or other business entity which engages in any business, industry, profession, or activity in this state and employs one or more employees, and includes the state, any state institution, state agency, political subdivisions of the state, and any municipal corporation or quasi-municipal corporation. (6) "Protected class" means a person's age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, as those terms are defined in RCW 49.60.040 . The definitions in this section apply throughout this chapter unless the context clearly requires otherwise. (1) "Compensation" means discretionary and nondiscretionary wages and benefits provided by an employer to an employee as a result of the employment relationship. (2) "Department" means the department of labor and industries. (3) "Director" means the director of the department of labor and industries, or the director's designated representative. (4) "Employee" means an employee who is employed in the business of the employee's employer whether by way of manual labor or otherwise. (5) "Employer" means any person, firm, corporation, partnership, business trust, legal representative, or other business entity which engages in any business, industry, profession, or activity in this state and employs one or more employees, and includes the state, any state institution, state agency, political subdivisions of the state, and any municipal corporation or quasi-municipal corporation. (6) "Protected class" means a person's age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, as those terms are defined in RCW 49.60.040 .

RCW 49.58.020 Wage discrimination based on gender or membership in other protected class prohibited — Penalty — Civil recovery.

(1) Any employer in this state who discriminates in any way in providing compensation based on a person's gender or membership in a protected class between similarly employed employees of the employer is guilty of a misdemeanor. If any employee receives less compensation because of discrimination on account of the person's gender or membership in a protected class in violation of this section, that employee is entitled to the remedies in RCW 49.58.060 and 49.58.070 . In such action, however, the employer shall be credited with any compensation which has been paid to the employee upon account. (2) For purposes of this section, employees are similarly employed if the individuals work for the same employer, the performance of the job requires similar skill, effort, and responsibility, and the jobs are performed under similar working conditions. Job titles alone are not determinative of whether employees are similarly employed. (3)(a) Discrimination within the meaning of this section does not include a differential in compensation based in good faith on a bona fide job-related factor or factors that: (i) Are consistent with business necessity; (ii) Are not based on or derived from a gender-based differential and are not based on or derived from the employee being a member of a protected class; and (iii) Account for the entire differential. More than one factor may account for the differential. (b) Such bona fide factors include, but are not limited to: (i) Education, training, or experience; (ii) A seniority system; (iii) A merit system; (iv) A system that measures earnings by quantity or quality of production; or (v) A bona fide regional difference in compensation levels. (c) A differential in compensation based in good faith on a local government ordinance providing for a minimum wage different from state law does not constitute discrimination under this section. (d) An individual's previous wage or salary history is not a defense under this section. (e) The employer carries the burden of proof on these defenses. (4) A person may file a complaint or bring an action under this chapter asserting discrimination based on the person's membership in more than one protected class. (1) Any employer in this state who discriminates in any way in providing compensation based on a person's gender or membership in a protected class between similarly employed employees of the employer is guilty of a misdemeanor. If any employee receives less compensation because of discrimination on account of the person's gender or membership in a protected class in violation of this section, that employee is entitled to the remedies in RCW 49.58.060 and 49.58.070 . In such action, however, the employer shall be credited with any compensation which has been paid to the employee upon account. (2) For purposes of this section, employees are similarly employed if the individuals work for the same employer, the performance of the job requires similar skill, effort, and responsibility, and the jobs are performed under similar working conditions. Job titles alone are not determinative of whether employees are similarly employed. (3)(a) Discrimination within the meaning of this section does not include a differential in compensation based in good faith on a bona fide job-related factor or factors that: (i) Are consistent with business necessity; (ii) Are not based on or derived from a gender-based differential and are not based on or derived from the employee being a member of a protected class; and (iii) Account for the entire differential. More than one factor may account for the differential. (b) Such bona fide factors include, but are not limited to: (i) Education, training, or experience; (ii) A seniority system; (iii) A merit system; (iv) A system that measures earnings by quantity or quality of production; or (v) A bona fide regional difference in compensation levels. (c) A differential in compensation based in good faith on a local government ordinance providing for a minimum wage different from state law does not constitute discrimination under this section. (d) An individual's previous wage or salary history is not a defense under this section. (e) The employer carries the burden of proof on these defenses. (4) A person may file a complaint or bring an action under this chapter asserting discrimination based on the person's membership in more than one protected class.

RCW 49.58.030 Finding — When career advancement limited by gender or membership in other protected class — Remedies — Complaint — Penalties.

(1) The legislature finds that equality of opportunity for advancement is key to reducing income disparities based on gender and memberships in protected classes. The legislature further finds that using gender or membership in a protected class as a factor in advancement contributes to pay inequity. (2) An employer may not, on the basis of a person's gender or other membership in a protected class, limit or deprive an employee of career advancement opportunities that would otherwise be available. (3) A differential in career advancement based on a bona fide job-related factor or factors that meet the criteria in RCW 49.58.020 (3)(a) (i) through (iii) does not constitute discrimination within the meaning of this section. Such bona fide factors include, but are not limited to, the factors specified in RCW 49.58.020 (3)(b) (i) through (iv). (4)(a) If it is determined that an employer committed a pattern of violations of this section as to an employee or committed a violation of this section through application of a formal or informal employer policy or practice, the employee is entitled to the remedies in this section and in RCW 49.58.070 . (b) Upon complaint by an employee, the director must investigate to determine if there has been compliance with this section and the rules adopted to implement this section. The director, upon complaint, may also initiate an investigation on behalf of one or more employees for a violation of this section and the rules adopted to implement this section. The director may require the testimony of witnesses and production of documents as part of an investigation. (c) If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation. (d) If no agreement is reached to resolve the violation and the director determines that the employer committed a pattern of violations of this section as to an employee or committed a violation of this section through application of a formal or informal employer policy or practice, the director may issue a citation and notice of assessment and order: (i) The employer to pay to the employee actual damages, statutory damages equal to the actual damages or $5,000, whichever is greater, and interest of one percent per month on all compensation owed; (ii) The employer to pay to the department the costs of investigation and enforcement; and (iii) Any other appropriate relief. (e) In addition to the citation and notice of assessment, if the director determines that the employer committed a pattern of violations of this section as to an employee or committed a violation of this section through application of a formal or informal employer policy or practice, the director may order payment to the department of a civil penalty. The violation as to each affected employee constitutes a separate violation. (i) For a first violation, the civil penalty may not exceed $500. (ii) For a repeat violation, the civil penalty may not exceed $1,000 or 10 percent of the damages, whichever is greater. (f) RCW 49.58.060 (3), (4), and (5) applies to this section. (5) Subject to subsection (4)(a) of this section, a person may file a complaint or bring an action under this chapter asserting discrimination based on the person's membership in more than one protected class. (1) The legislature finds that equality of opportunity for advancement is key to reducing income disparities based on gender and memberships in protected classes. The legislature further finds that using gender or membership in a protected class as a factor in advancement contributes to pay inequity. (2) An employer may not, on the basis of a person's gender or other membership in a protected class, limit or deprive an employee of career advancement opportunities that would otherwise be available. (3) A differential in career advancement based on a bona fide job-related factor or factors that meet the criteria in RCW 49.58.020 (3)(a) (i) through (iii) does not constitute discrimination within the meaning of this section. Such bona fide factors include, but are not limited to, the factors specified in RCW 49.58.020 (3)(b) (i) through (iv). (4)(a) If it is determined that an employer committed a pattern of violations of this section as to an employee or committed a violation of this section through application of a formal or informal employer policy or practice, the employee is entitled to the remedies in this section and in RCW 49.58.070 . (b) Upon complaint by an employee, the director must investigate to determine if there has been compliance with this section and the rules adopted to implement this section. The director, upon complaint, may also initiate an investigation on behalf of one or more employees for a violation of this section and the rules adopted to implement this section. The director may require the testimony of witnesses and production of documents as part of an investigation. (c) If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation. (d) If no agreement is reached to resolve the violation and the director determines that the employer committed a pattern of violations of this section as to an employee or committed a violation of this section through application of a formal or informal employer policy or practice, the director may issue a citation and notice of assessment and order: (i) The employer to pay to the employee actual damages, statutory damages equal to the actual damages or $5,000, whichever is greater, and interest of one percent per month on all compensation owed; (ii) The employer to pay to the department the costs of investigation and enforcement; and (iii) Any other appropriate relief. (e) In addition to the citation and notice of assessment, if the director determines that the employer committed a pattern of violations of this section as to an employee or committed a violation of this section through application of a formal or informal employer policy or practice, the director may order payment to the department of a civil penalty. The violation as to each affected employee constitutes a separate violation. (i) For a first violation, the civil penalty may not exceed $500. (ii) For a repeat violation, the civil penalty may not exceed $1,000 or 10 percent of the damages, whichever is greater. (f) RCW 49.58.060 (3), (4), and (5) applies to this section. (5) Subject to subsection (4)(a) of this section, a person may file a complaint or bring an action under this chapter asserting discrimination based on the person's membership in more than one protected class.

RCW 49.58.040 Certain employer conduct prohibited — Employee not required to disclose compensation.

(1) An employer may not: (a) Require nondisclosure by an employee of his or her wages as a condition of employment; or (b) Require an employee to sign a waiver or other document that prevents the employee from disclosing the amount of the employee's wages. (2) An employer may not discharge or in any other manner retaliate against an employee for: (a) Inquiring about, disclosing, comparing, or otherwise discussing the employee's wages or the wages of any other employee; (b) Asking the employer to provide a reason for the employee's wages or lack of opportunity for advancement; or (c) Aiding or encouraging an employee to exercise his or her rights under this section. (3) An employer may prohibit an employee who has access to compensation information of other employees or applicants as part of such employee's essential job functions from disclosing the wages of the other employees or applicants to individuals who do not otherwise have access to such information, unless the disclosure is in response to a complaint or charge, in furtherance of an investigation, or consistent with the employer's legal duty to provide the information and the disclosure is part of the employee's essential job functions. An employee described in this subsection otherwise has the protections of this section, including to disclose the employee's wages without retaliation. (4) This section does not require an employee to disclose the employee's compensation. (5) This section does not permit an employee to violate the requirements in chapter 49.17 RCW and rules adopted under that chapter. (1) An employer may not: (a) Require nondisclosure by an employee of his or her wages as a condition of employment; or (b) Require an employee to sign a waiver or other document that prevents the employee from disclosing the amount of the employee's wages. (2) An employer may not discharge or in any other manner retaliate against an employee for: (a) Inquiring about, disclosing, comparing, or otherwise discussing the employee's wages or the wages of any other employee; (b) Asking the employer to provide a reason for the employee's wages or lack of opportunity for advancement; or (c) Aiding or encouraging an employee to exercise his or her rights under this section. (3) An employer may prohibit an employee who has access to compensation information of other employees or applicants as part of such employee's essential job functions from disclosing the wages of the other employees or applicants to individuals who do not otherwise have access to such information, unless the disclosure is in response to a complaint or charge, in furtherance of an investigation, or consistent with the employer's legal duty to provide the information and the disclosure is part of the employee's essential job functions. An employee described in this subsection otherwise has the protections of this section, including to disclose the employee's wages without retaliation. (4) This section does not require an employee to disclose the employee's compensation. (5) This section does not permit an employee to violate the requirements in chapter 49.17 RCW and rules adopted under that chapter.

RCW 49.58.050 Employer retaliation prohibited.

An employer may not retaliate, discharge, or otherwise discriminate against an employee because the employee has filed any complaint, or instituted or caused to be instituted any proceeding under this chapter, or has testified or is about to testify in any such proceeding, or because of the exercise by such employee on behalf of himself or herself or others of any right afforded by this chapter. An employer may not retaliate, discharge, or otherwise discriminate against an employee because the employee has filed any complaint, or instituted or caused to be instituted any proceeding under this chapter, or has testified or is about to testify in any such proceeding, or because of the exercise by such employee on behalf of himself or herself or others of any right afforded by this chapter.

RCW 49.58.060 Complaint by employee — Investigation by director — Resolving the violation — Penalties.

(1) Upon complaint by an employee, the director must investigate to determine if there has been compliance with RCW 49.58.020 , 49.58.040 , and 49.58.050 , and the rules adopted under this chapter. The director, upon complaint, may also initiate an investigation on behalf of one or more employees for a violation of RCW 49.58.020 , 49.58.040 , and 49.58.050 , and the rules adopted under this chapter. The director may require the testimony of witnesses and production of documents as part of an investigation. (2) If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation. (a) If no agreement is reached to resolve the violation, the director may issue a citation and notice of assessment and order the employer to pay to the complainant actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; payment to the department of the costs of investigation and enforcement; and any other appropriate relief. (b) In addition to the citation and notice of assessment, the director may order payment to the department of a civil penalty. For purposes of a civil penalty for violation of RCW 49.58.020 and 49.58.050 , the violation as to each affected employee constitutes a separate violation. (i) For a first violation, the civil penalty may not exceed five hundred dollars. (ii) For a repeat violation, the civil penalty may not exceed one thousand dollars or ten percent of the damages, whichever is greater. (3) An appeal from the director's determination may be taken in accordance with chapter 34.05 RCW. An employee who prevails is entitled to costs and reasonable attorneys' fees. (4) The department must deposit civil penalties paid under this section in the supplemental pension fund established under RCW 51.44.033 . (5) Any wages and interest owed must be calculated from four years from the last violation before the complaint. (1) Upon complaint by an employee, the director must investigate to determine if there has been compliance with RCW 49.58.020 , 49.58.040 , and 49.58.050 , and the rules adopted under this chapter. The director, upon complaint, may also initiate an investigation on behalf of one or more employees for a violation of RCW 49.58.020 , 49.58.040 , and 49.58.050 , and the rules adopted under this chapter. The director may require the testimony of witnesses and production of documents as part of an investigation. (2) If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation. (a) If no agreement is reached to resolve the violation, the director may issue a citation and notice of assessment and order the employer to pay to the complainant actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; payment to the department of the costs of investigation and enforcement; and any other appropriate relief. (b) In addition to the citation and notice of assessment, the director may order payment to the department of a civil penalty. For purposes of a civil penalty for violation of RCW 49.58.020 and 49.58.050 , the violation as to each affected employee constitutes a separate violation. (i) For a first violation, the civil penalty may not exceed five hundred dollars. (ii) For a repeat violation, the civil penalty may not exceed one thousand dollars or ten percent of the damages, whichever is greater. (3) An appeal from the director's determination may be taken in accordance with chapter 34.05 RCW. An employee who prevails is entitled to costs and reasonable attorneys' fees. (4) The department must deposit civil penalties paid under this section in the supplemental pension fund established under RCW 51.44.033 . (5) Any wages and interest owed must be calculated from four years from the last violation before the complaint.

RCW 49.58.070 Employee may bring civil action — Damages and relief.

(1) Subject to subsection (2) of this section, an employee may bring a civil action against an employer for violation of RCW 49.58.020 and 49.58.030 through 49.58.050 for actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; and costs and reasonable attorneys' fees. The court may also order reinstatement and injunctive relief. The employee must bring a civil action within three years of the date of the alleged violation of this chapter regardless of whether the employee pursued an administrative complaint. Filing a civil action under this chapter shall terminate the director's processing of the complaint under RCW 49.58.030 or 49.58.060 . Recovery of any wages and interest owed must be calculated from four years from the last violation prior to the date of filing the civil action. (2) An employee alleging a violation of RCW 49.58.030 is entitled to relief only if the court determines that the employer committed a pattern of violations as to the employee or committed a violation through application of a formal or informal employer policy or practice. (1) Subject to subsection (2) of this section, an employee may bring a civil action against an employer for violation of RCW 49.58.020 and 49.58.030 through 49.58.050 for actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; and costs and reasonable attorneys' fees. The court may also order reinstatement and injunctive relief. The employee must bring a civil action within three years of the date of the alleged violation of this chapter regardless of whether the employee pursued an administrative complaint. Filing a civil action under this chapter shall terminate the director's processing of the complaint under RCW 49.58.030 or 49.58.060 . Recovery of any wages and interest owed must be calculated from four years from the last violation prior to the date of filing the civil action. (2) An employee alleging a violation of RCW 49.58.030 is entitled to relief only if the court determines that the employer committed a pattern of violations as to the employee or committed a violation through application of a formal or informal employer policy or practice.

RCW 49.58.080 Violation of chapter — Adoption of discriminatory compensation decision or other practice.

A violation of this chapter occurs when a discriminatory compensation decision or other practice is adopted, when an individual becomes subject to a discriminatory compensation decision or other practice, or when an individual is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, or other compensation is paid, resulting in whole or in part from such a decision or other practice. A violation of this chapter occurs when a discriminatory compensation decision or other practice is adopted, when an individual becomes subject to a discriminatory compensation decision or other practice, or when an individual is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, or other compensation is paid, resulting in whole or in part from such a decision or other practice.

RCW 49.58.090 Rules.

The department may adopt rules to implement this chapter. The department may adopt rules to implement this chapter.

RCW 49.58.100 Employer seeking wage and salary history of applicants prohibited — Remedies.

(1) An employer may not: (a) Seek the wage or salary history of an applicant for employment from the applicant or a current or former employer; or (b) Require that an applicant's prior wage or salary history meet certain criteria, except as provided in subsection (2) of this section. (2) An employer may confirm an applicant's wage or salary history: (a) If the applicant has voluntarily disclosed the applicant's wage or salary history; or (b) After the employer has negotiated and made an offer of employment with compensation to the applicant. (3) An individual is entitled to the remedies in RCW 49.58.060 and 49.58.070 for violations of this section. Recovery of any wages and interest must be calculated from the first date wages were owed to the employee. (1) An employer may not: (a) Seek the wage or salary history of an applicant for employment from the applicant or a current or former employer; or (b) Require that an applicant's prior wage or salary history meet certain criteria, except as provided in subsection (2) of this section. (2) An employer may confirm an applicant's wage or salary history: (a) If the applicant has voluntarily disclosed the applicant's wage or salary history; or (b) After the employer has negotiated and made an offer of employment with compensation to the applicant. (3) An individual is entitled to the remedies in RCW 49.58.060 and 49.58.070 for violations of this section. Recovery of any wages and interest must be calculated from the first date wages were owed to the employee.

RCW 49.58.110 Disclosure of wage or salary range by employer — When required — Violations — Remedies.

(1) Required disclosures in postings. (a) The employer must disclose in each posting for each job opening: (i) The wage scale or salary range, except where the employer is offering only a fixed wage amount for the opening, the employer must disclose the fixed wage amount rather than a scale or range; and (ii) a general description of all of the benefits and other compensation to be offered to the hired applicant. For the purposes of this section, "posting" means 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 any postings done electronically, or with a printed hard copy, that includes qualifications for desired applicants. "Posting" does not include a solicitation for recruiting job applicants that is digitally replicated and published without an employer's consent. (b) For any postings from July 27, 2025, through July 27, 2027, an employer must be afforded an opportunity to correct a violation of this subsection (1) before a job applicant may seek remedies under subsection (4) or (5) of this section. Any person may provide written notice to an employer alleging that the employer's posting does not comply with this subsection (1). If an employer receives notice from any person as to a particular posting, this constitutes adequate notice for the duration of that posting for any job applicant seeking remedies under subsection (4) or (5) of this section. If the employer corrects the posting within five business days of receiving the written notice and, where applicable, contacts any applicable third-party posting entity with a demand to correct the posting, then neither the department nor the court may assess or award penalties, damages, or other relief under this section for the violation. This subsection (1)(b) does not apply after July 27, 2027. (2) Required disclosures for internal transfers and promotions. Upon request of an employee offered an internal transfer to a new position or promotion, the employer must provide the wage scale or salary range for the employee's new position, except where the employer is offering only a fixed wage amount for the new position or promotion, the employer must disclose the fixed wage amount rather than a scale or range. (3) Application. This section only applies to employers with 15 or more employees. (4) Administrative remedies. (a) The director shall investigate if a job applicant or employee files a complaint with the department alleging a violation of this section. If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation. If no agreement is reached to resolve the violation, the director may issue a citation and notice of assessment and may order the employer to pay each affected job applicant or employee statutory damages of no less than $100 and no more than $5,000 per violation. If ordering statutory damages, the department shall consider the following when determining the amount of those damages: Whether the violation was committed willfully or the violation is a repeat violation; the size of the employer; the amount necessary to deter future noncompliance; the purposes of this chapter; and any other factor deemed appropriate by the department. In addition to statutory damages, the director may: (i) Order payment of the department's costs of investigation and enforcement to the department; (ii) Assess a civil penalty of up to $500 for a first violation or up to $1,000 for a repeat violation; and (iii) Order actual damages, reinstatement, injunctive relief, or other appropriate relief for an employee injured by a violation of subsection (2) of this section. (b) An appeal from the director's finding or determination may be made in accordance with chapter 34.05 RCW. An employee or job applicant who prevails is entitled to costs and reasonable attorneys' fees. (c) The department shall deposit civil penalties paid under this section in the supplemental pension fund established under RCW 51.44.033 . (5) Private civil action. (a) A job applicant or employee may bring a civil action against an employer for a violation of this section. A prevailing job applicant or employee is entitled to statutory damages of no less than $100 and no more than $5,000 per violation, plus reasonable attorneys' fees and costs. In determining the amount of statutory damages, the court shall consider the following: Whether the violation was committed willfully or the violation is a repeat violation; the size of the employer; the amount necessary to deter future noncompliance; the purposes of this chapter; and any other factor deemed appropriate by the court. The court may also order actual damages, reinstatement, injunctive relief, and other appropriate remedies for an employee injured by a violation of subsection (2) of this section. (b) The job applicant or employee shall bring a civil action within three years of the date of the alleged violation of this section regardless of whether the job applicant or employee pursued an administrative complaint. Filing a civil action under this subsection terminates the director's processing of the complaint under subsection (4) of this section. A job applicant or employee may be awarded damages by the department under subsection (4) of this section or the court under subsection (5) of this section, but not both. (6) Exclusive remedies. The administrative remedies and private right of action under this section constitute the exclusive remedies for violations of this section. The remedies under RCW 49.58.060 and 49.58.070 are not available for violations of this section. (7) Rules. The department may adopt rules for purposes of implementing and enforcing this section. (1) Required disclosures in postings. (a) The employer must disclose in each posting for each job opening: (i) The wage scale or salary range, except where the employer is offering only a fixed wage amount for the opening, the employer must disclose the fixed wage amount rather than a scale or range; and (ii) a general description of all of the benefits and other compensation to be offered to the hired applicant. For the purposes of this section, "posting" means 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 any postings done electronically, or with a printed hard copy, that includes qualifications for desired applicants. "Posting" does not include a solicitation for recruiting job applicants that is digitally replicated and published without an employer's consent. (b) For any postings from July 27, 2025, through July 27, 2027, an employer must be afforded an opportunity to correct a violation of this subsection (1) before a job applicant may seek remedies under subsection (4) or (5) of this section. Any person may provide written notice to an employer alleging that the employer's posting does not comply with this subsection (1). If an employer receives notice from any person as to a particular posting, this constitutes adequate notice for the duration of that posting for any job applicant seeking remedies under subsection (4) or (5) of this section. If the employer corrects the posting within five business days of receiving the written notice and, where applicable, contacts any applicable third-party posting entity with a demand to correct the posting, then neither the department nor the court may assess or award penalties, damages, or other relief under this section for the violation. This subsection (1)(b) does not apply after July 27, 2027. (2) Required disclosures for internal transfers and promotions. Upon request of an employee offered an internal transfer to a new position or promotion, the employer must provide the wage scale or salary range for the employee's new position, except where the employer is offering only a fixed wage amount for the new position or promotion, the employer must disclose the fixed wage amount rather than a scale or range. (3) Application. This section only applies to employers with 15 or more employees. (4) Administrative remedies. (a) The director shall investigate if a job applicant or employee files a complaint with the department alleging a violation of this section. If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation. If no agreement is reached to resolve the violation, the director may issue a citation and notice of assessment and may order the employer to pay each affected job applicant or employee statutory damages of no less than $100 and no more than $5,000 per violation. If ordering statutory damages, the department shall consider the following when determining the amount of those damages: Whether the violation was committed willfully or the violation is a repeat violation; the size of the employer; the amount necessary to deter future noncompliance; the purposes of this chapter; and any other factor deemed appropriate by the department. In addition to statutory damages, the director may: (i) Order payment of the department's costs of investigation and enforcement to the department; (ii) Assess a civil penalty of up to $500 for a first violation or up to $1,000 for a repeat violation; and (iii) Order actual damages, reinstatement, injunctive relief, or other appropriate relief for an employee injured by a violation of subsection (2) of this section. (b) An appeal from the director's finding or determination may be made in accordance with chapter 34.05 RCW. An employee or job applicant who prevails is entitled to costs and reasonable attorneys' fees. (c) The department shall deposit civil penalties paid under this section in the supplemental pension fund established under RCW 51.44.033 . (5) Private civil action. (a) A job applicant or employee may bring a civil action against an employer for a violation of this section. A prevailing job applicant or employee is entitled to statutory damages of no less than $100 and no more than $5,000 per violation, plus reasonable attorneys' fees and costs. In determining the amount of statutory damages, the court shall consider the following: Whether the violation was committed willfully or the violation is a repeat violation; the size of the employer; the amount necessary to deter future noncompliance; the purposes of this chapter; and any other factor deemed appropriate by the court. The court may also order actual damages, reinstatement, injunctive relief, and other appropriate remedies for an employee injured by a violation of subsection (2) of this section. (b) The job applicant or employee shall bring a civil action within three years of the date of the alleged violation of this section regardless of whether the job applicant or employee pursued an administrative complaint. Filing a civil action under this subsection terminates the director's processing of the complaint under subsection (4) of this section. A job applicant or employee may be awarded damages by the department under subsection (4) of this section or the court under subsection (5) of this section, but not both. (6) Exclusive remedies. The administrative remedies and private right of action under this section constitute the exclusive remedies for violations of this section. The remedies under RCW 49.58.060 and 49.58.070 are not available for violations of this section. (7) Rules. The department may adopt rules for purposes of implementing and enforcing this section.

RCW 49.58.120 Employer driving requirements.

(1) Unless driving is one of the essential job functions or is related to a legitimate business purpose for a position, it is unlawful for an employer to: (a) Require a valid driver's license as a condition of employment; or (b) Include a statement in a posting for a job opening for the position that an applicant must have a valid driver's license. (2)(a) The director must investigate complaints regarding compliance with this section and any related rules adopted under this chapter. The director may require the testimony of witnesses and production of documents as part of an investigation. (b) If the director determines a violation occurred, the director may issue a citation and notice of assessment and order the employer to pay to the complainant actual damages; statutory damages equal to the actual damages or $5,000, whichever is greater; interest of one percent per month on all compensation owed; payment to the department of the costs of investigation and enforcement; and any other appropriate relief. (c) In addition to the citation and notice of assessment, the director may order payment to the department of a civil penalty. (i) For a first violation, the civil penalty may not exceed $500. (ii) For a repeat violation, the civil penalty may not exceed $1,000 or 10 percent of the damages, whichever is greater. (d) If the investigation finds that the complainant's allegation cannot be substantiated, the department shall issue a closure letter to the complainant and the employer detailing such finding. (3) An appeal from the director's determination may be taken in accordance with chapter 34.05 RCW. An employee who prevails is entitled to costs and reasonable attorneys' fees. (4) The department must deposit civil penalties paid under this section in the supplemental pension fund established under RCW 51.44.033 . (5) Any wages and interest owed must be calculated from four years from the last violation before the complaint. (1) Unless driving is one of the essential job functions or is related to a legitimate business purpose for a position, it is unlawful for an employer to: (a) Require a valid driver's license as a condition of employment; or (b) Include a statement in a posting for a job opening for the position that an applicant must have a valid driver's license. (2)(a) The director must investigate complaints regarding compliance with this section and any related rules adopted under this chapter. The director may require the testimony of witnesses and production of documents as part of an investigation. (b) If the director determines a violation occurred, the director may issue a citation and notice of assessment and order the employer to pay to the complainant actual damages; statutory damages equal to the actual damages or $5,000, whichever is greater; interest of one percent per month on all compensation owed; payment to the department of the costs of investigation and enforcement; and any other appropriate relief. (c) In addition to the citation and notice of assessment, the director may order payment to the department of a civil penalty. (i) For a first violation, the civil penalty may not exceed $500. (ii) For a repeat violation, the civil penalty may not exceed $1,000 or 10 percent of the damages, whichever is greater. (d) If the investigation finds that the complainant's allegation cannot be substantiated, the department shall issue a closure letter to the complainant and the employer detailing such finding. (3) An appeal from the director's determination may be taken in accordance with chapter 34.05 RCW. An employee who prevails is entitled to costs and reasonable attorneys' fees. (4) The department must deposit civil penalties paid under this section in the supplemental pension fund established under RCW 51.44.033 . (5) Any wages and interest owed must be calculated from four years from the last violation before the complaint.

RCW 49.58.900 Department of labor and industries materials and outreach.

The department must develop educational materials and conduct outreach to inform individuals and businesses of the new provisions related to discrimination based on membership in a protected class. The department must develop educational materials and conduct outreach to inform individuals and businesses of the new provisions related to discrimination based on membership in a protected class.

Source: WA Statutes (Official Site)URL: https://app.leg.wa.gov/RCW/default.aspx?cite=49.58&full=trueFetched: 6/29/2026