HB 1831
In CommitteeHouse
Wage and salary disclosures
Allowing for corrections to wage and salary disclosures.
This status may be delayed. See Action History below for the latest updates.
How does a bill become law?
- Introduced: The bill is filed and assigned a number.
- Committee: A subject-matter committee holds hearings, takes public testimony, and decides whether to advance the bill.
- Floor Vote: The full chamber (House or Senate) debates and votes on the bill.
- Opposite Chamber: The bill repeats the committee and floor vote process in the other chamber.
- Governor: The Governor reviews the bill and decides whether to sign or veto it.
- Signed: The bill has been signed into law.
AI Analysis
This bill requires employers with 15 or more employees to publicly share wage/salary ranges and benefit details in all job postings and to provide the same information to employees upon internal transfer or promotion requests. It also adds a 10-day correction window to avoid penalties if an employer fixes a non-compliant posting after being notified.
- Employers with 15 or more employees must include wage scale or salary range and a general description of benefits and other compensation in every job posting (including online, print, or third-party listings).
- Employers must provide the wage scale or salary range for a new position to an employee who is offered an internal transfer or promotion, upon request.
- Job applicants or employees can seek remedies (like unpaid wages and interest) if an employer violates the disclosure rules, but only after the employer is given written notice and fails to correct the issue within 10 business days.
- Employers who fix a non-compliant job posting within 10 business days of receiving written notice are protected from penalties, damages, or other legal relief.
Who is affected
- Employers with 15 or more employees — Employers with 15 or more employees must now disclose wage/salary ranges and benefit details in job postings and provide them to employees upon internal transfer or promotion requests.
- Job applicants and current employees — Job applicants will receive clearer information about pay and benefits before applying, and employees seeking internal moves will get pay details for the new role.
- Washington State Department of Labor & Industries — The Washington State Department of Labor & Industries will enforce compliance and handle complaints about non-disclosure.
Pro/Con Analysis
Potential Benefits (5)
Mandating wage/salary ranges and benefit descriptions in all job postings empowers job seekers—especially women, people of color, and low-wage workers—who are most likely to face pay discrimination and information asymmetry when applying for work.
Business & EmploymentPeopleRef: Sec. 1, (1)Requiring employers to disclose wage scales for internal transfers/promotions upon request helps reduce internal pay inequities and supports career mobility—particularly for employees who might otherwise accept lower offers due to lack of pay transparency or fear of negotiation disadvantage.
Business & EmploymentPeopleRef: Sec. 1, (2)The bill creates a private right of action for employees to recover unpaid wages and interest, strengthening enforcement leverage—though limited, this provides a tool for workers to challenge non-compliance without waiting for state investigation.
Business & EmploymentPeopleRef: Sec. 1, (4)(a)The 10-day correction window includes a written notice requirement, which may prompt employers to audit job postings proactively and reduce unintentional non-compliance—especially if combined with DOLI outreach or guidance.
Business & EmploymentLean peopleRef: Sec. 1, (4)(b)By reducing information asymmetry in hiring, the bill may indirectly improve workplace safety—workers who know expected pay and benefits are better positioned to assess job quality and report unsafe conditions without fear of sudden pay cuts or retaliation in negotiation.
Public SafetyPeopleRef: Sec. 1, (1)
Potential Concerns (5)
The 10-day correction window reduces accountability by allowing employers to avoid penalties for non-compliant job postings as long as they fix them quickly after notice—this weakens enforcement and may encourage minimal compliance rather than proactive transparency.
Business & EmploymentRef: Sec. 1, (4)(b)The 15-employee threshold excludes many small employers (e.g., sole proprietorships, micro-businesses, and family-run operations), meaning workers at those businesses—often lower-wage and less unionized—do not gain the same pay transparency protections as those at larger firms.
Business & EmploymentPeopleRef: Sec. 1, (3)Employers will incur administrative costs to develop, standardize, and audit job postings for wage/benefit disclosures, especially for high-volume or frequently updated roles—though these are likely modest for most firms, they may strain small HR departments at borderline firms near the 15-employee threshold.
Business & EmploymentRef: Sec. 1, (1)Requiring employers to disclose wage scales for internal transfers/promotions upon request may discourage mobility or create tension if employees compare internal pay bands, potentially slowing career progression or increasing internal pay disputes—especially in non-union workplaces with opaque promotion criteria.
Business & EmploymentLean peopleRef: Sec. 1, (2)The bill limits remedies to unpaid wages and interest (per RCW 49.58.060/070), excluding punitive damages or attorney fees—this reduces deterrence for violations and may discourage employees from pursuing claims due to high effort/low reward relative to legal risk.
Business & EmploymentRef: Sec. 1, (4)(a)
Who Is Most Affected
Workers at firms with 15+ employees—especially women, people of color, and low-wage earners—gain clearer pay information, strengthening their bargaining power and reducing pay discrimination risk. Workers at smaller firms are excluded and see no direct benefit.
Job seekers benefit from upfront pay transparency, reducing information asymmetry and enabling better-informed applications. This is especially impactful for historically marginalized groups who face systemic pay gaps.
Employers with 15+ employees face modest compliance costs (e.g., updating job templates, training HR staff), but may benefit from reduced turnover and improved employer branding. Smaller employers (under 15 staff) are exempt and face no new obligations.
The Department of Labor & Industries will see increased complaint volume and enforcement activity, requiring additional staffing or resources—though no specific fiscal impact is quantified in the bill text.
Workers at firms with fewer than 15 employees—often lower-wage, less unionized, and more likely to be in rural or service-sector jobs—are explicitly excluded and gain no protections, potentially widening pay equity gaps.