EPOA: salary range required in every job posting.
Washington's Equal Pay and Opportunities Act (RCW 49.58) requires employers with 15+ employees to disclose the wage scale or salary range, plus a general description of benefits, in every job posting. The 2024 expansion (SHB 1905) extended coverage to all forms of postings including third-party aggregators. The 2025 amendment (SB 5408, effective July 27, 2025) added a 5-day cure window for non-compliant postings (through July 27, 2027 only), but statutory damages of $100-$5,000 per violation still apply for un-cured violations. Salary history bans also apply (cannot ask, but can confirm voluntarily disclosed).
EPOA Job Posting Compliance
Validates job postings for required salary range and benefits description before publish. Tracks third-party aggregator distribution. Surfaces cure-window opportunities when violations identified.
What those rules do as job postings are created.
The hero card configuration: Block on missing range, Flag on aggregator visibility, Critical on cure window.
When a Washington job posting (or one targeting WA workers) lacks a wage scale/salary range or benefits description, the publish blocks. Required content must be specific (not "competitive") and include the actual range, not a single number.
When a posting distributes to third-party aggregators (Indeed, LinkedIn, etc.), Teambridge tracks where it appears. SB 5408's safe harbor for aggregators applies if the original posting was compliant.
When a non-compliant posting is identified, Teambridge surfaces the 5-day cure window (available through July 27, 2027). Curing within the window prevents penalties; the cure must be complete and timely.
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Salary range, benefits description, in every posting.
Washington's pay-transparency rule was significantly tightened by SHB 1905 (2024) and again by SB 5408 (2025). The trajectory is clear: stricter content requirements, broader posting coverage, with a temporary cure window for transition.
Coverage and content requirements
Employers with 15+ employees nationwide must include in every job posting: (1) the wage scale or salary range (an actual range, not a single number or 'competitive' language), (2) a general description of all benefits offered (health, retirement, paid leave, bonuses, etc.). The posting requirement applies to internal and external postings, postings on third-party aggregators (Indeed, LinkedIn), and remote roles where Washington applicants might apply.
SHB 1905 (2024) expansion
The 2024 expansion clarified that 'posting' includes any solicitation to recruit, however published. This caught third-party aggregator listings, social media recruiting, and even informal solicitations. The expansion also added the private right of action for affected applicants, with statutory damages.
Teambridge gates job postings before they go live.
EPOA compliance is structurally simple — but the breadth of 'posting' (catching third-party aggregators) means employers need systematic discipline.
Range + benefits required.
When a job posting is created, Teambridge validates it includes a specific wage scale/salary range (not 'competitive') and a benefits description. Missing or non-specific content blocks the publish.
Where the posting appears.
When the posting distributes to third-party aggregators, Teambridge tracks the destinations. If an aggregator strips required content, the safe-harbor analysis runs — original posting compliance is what determines employer liability.
5-day correction.
When a non-compliant posting is flagged (via complaint, audit, or internal scan), Teambridge surfaces the cure-window deadline (through July 27, 2027). Operators can correct the posting within 5 days to extinguish liability.
Per-violation tracking.
Each non-compliant posting represents a separate violation. Pattern violations across multiple postings aggregate damages. Real-time exposure dashboards help operators understand cumulative liability.
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