Committee weighs 14‑day cure for employers under Washington pay‑transparency law

Senate Bill 5408, which would add a written‑notice requirement and a 14‑day cure period to Washington’s pay‑transparency law, drew competing testimony from small‑business groups and worker advocates during the Labor & Workplace Standards Committee hearing March 25.

Supporters said the bill preserves pay‑transparency while protecting small employers from repeated litigation; opponents said it would weaken enforcement and deter applicants from exercising their rights.

The bill would require an employer with 15 or more employees to disclose a wage scale or salary range and a general description of relevant benefits in any job posting, and would require written notice to employers before an applicant may pursue administrative or civil remedies. As Kelly Leonard, staff to the committee, summarized during the staff briefing: “If an employer corrects the posting within 14 calendar days of receiving the written notice…and contacts third party job posting entities…then neither LNI nor the court may assess penalties, damages, or other relief against the employer.”

Why this matters: Washington’s pay‑transparency law is among the nation’s stronger…