As a reminder for employers in Washington, effective July 1, 2025, the Equal Pay and Opportunities Act (EPOA) will expand to prohibit pay inequity and discrimination in compensation and career advancement based on any protected class, not just gender. This includes both actual and perceived membership in a protected class.
Protected classes now include:
- Age.
- Sex.
- Marital status.
- Sexual orientation.
- Race, creed, color.
- National origin.
- Citizenship or immigration status.
- Veteran or military status.
- Sensory, mental, or physical disability.
- Use of a trained dog guide or service animal.
Employer responsibilities:
- Ensure pay and advancement practices are free from discrimination across all protected classes.
- Review and update internal policies and training materials.
- Consider conducting a pay equity audit before the July 2025 deadline.
The law still allows pay differences based on legitimate business factors (e.g., experience, education, performance) and applies only to employees who are “similarly employed.”
For additional information:
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Washington PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
