Washington State
In the state:
1. Is there an existing salary history ban (prohibiting employers from asking about prior salary(ies))? If so, what is the name of the State law that establishes that ban?
Yes. In accordance with the Equal Pay and Opportunities Act, it is unlawful for an employer to ask about an applicant's salary history.
2. Is there a legal obligation to publish salaries when advertising roles internally or externally? If so, what is the requirement and what is the name of the State law that establishes that requirement?
Yes, employers with at least 15 employees must provide job applicants and employees with the wage and salary range, general description of benefits, and other compensation on a job posting. This requirement is established under the Equal Pay and Opportunities Act.
3. Is there a duty on employers to report on any gender pay differences? If so, what is the name of the State law that establishes that duty?
No.
4. Is there a duty on employers to report on any other pay (eg. ethnicity or disability etc.) differences? If so, what is the name of the State law that establishes that duty?
No.
5. Are employers required to take steps to reduce any identified pay gap?
The Equal Pay and Opportunities Act addresses gender pay equity by prohibiting gender-based pay discrimination and promoting fairness in compensation and career advancement opportunities. Employers can therefore face liability if they fail to take steps to reduce any pay gap in circumstances where such differences cannot be justified on non-discriminatory factors.
6. Where there is a duty to report on any pay difference:
- What is the required frequency of reporting? N/A.
- What are the requirement triggers (e.g. employee headcount)? N/A.
- Is the report required to be published externally? N/A.
- Is there any sanction for non-compliance? N/A.
7. Is there any pending legislation relating to pay transparency? If so, what is the current position?
N/A.
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