This bill amends RCW 49.58.110 to require employers with 15 or more employees to include the wage scale or salary range and a general description of all benefits and other compensation in each job posting. It also requires an employer to provide the wage scale or salary range for a new position to an employee on request when the employee is offered an internal transfer or promotion. The bill defines "posting" to include solicitations by the employer or third parties, in electronic or printed form, and was read for the first time on 02/04/25. The bill ties enforcement to existing remedies in RCW 49.58.060 and 49.58.070, allows recovery of wages and interest calculated from the first date wages were owed, and provides that if the department or a job applicant gives written notice that a posting does not comply and the employer corrects the posting within 10 business days, no penalties, damages, or other relief may be assessed against the employer. The text provided does not name the specific "department" referenced, does not state what penalties or relief apply if an employer fails to correct a posting within 10 business days, and does not define terms such as "wage scale" or "salary range." Only the amended section of RCW 49.58.110 is included here; other related provisions or definitions that may affect implementation are not provided.

If enacted, employers with 15 or more employees will have to show a wage scale or salary range and a general description of benefits in every job posting and must give the wage range to an employee who requests it when offered an internal transfer or promotion. Job applicants and employees gain an enforceable right to seek remedies under state law, including recovery of wages and interest from the first date wages were owed; employers who receive written notice that a posting is noncompliant can avoid penalties or damages by correcting it within 10 business days. The groups most affected are mid‑to‑large employers, their HR units, and third‑party recruiters, who will need to change posting practices and respond to internal requests for pay ranges, creating modest administrative costs and new compliance risk if they fail to disclose. Important details are missing from the text provided—specifically which state department issues notices, precise penalties if postings are not corrected within 10 days, and exact definitions of “wage scale” or “salary range”—so some implementation and enforcement consequences remain unclear.