In a major victory for job seekers and workers across Washington state, the Washington Supreme Court recently issued a decision that significantly strengthens employee rights under the state’s Equal Pay and Opportunities Act (EPOA). The case, Branson v. Washington Fine Wine & Spirits, confirms that any job applicant can sue an employer for failing to include salary and benefit information in job postings, regardless of their intent to accept the position.
This case, led by Timothy W. Emery, founding attorney of Emery | Reddy, PLLC, marks a turning point in the fight for pay transparency and workplace equity.
What Is Pay Transparency and Why Does It Matter?
Pay transparency refers to the practice of openly sharing salary ranges, benefits, and compensation structures in job postings and workplace policies. It’s a critical tool for:
- Reducing wage gaps based on gender, race, and other protected characteristics
- Empowering job seekers to make informed decisions
- Promoting fairness and accountability in hiring practices
Washington’s EPOA was amended in 2022 to require employers to include this information in all job advertisements. However, enforcement of these rules remained unclear.
The Branson Case: A Game-Changer for Job Applicants
In Branson v. Washington Fine Wine & Spirits, plaintiffs Lisa Branson and Cherie Burke applied to job postings that failed to disclose required wage and benefit details. They argued that the EPOA gives any applicant the right to sue for noncompliance.
The employer pushed back, claiming that only “bona fide” applicants, those genuinely seeking employment, should be allowed to file lawsuits. The Washington Supreme Court disagreed, ruling that the law does not require applicants to have a good-faith intent to accept the job.
This means that anyone who applies to a noncompliant job posting now has standing to take legal action. It’s a powerful shift that puts control back in the hands of workers and job seekers.
What This Means for You
If you’re a job seeker in Washington, this decision gives you new rights and protections:
- You can hold employers accountable for failing to disclose pay and benefits.
- You don’t need to prove you were seriously considering the job.
- You’re now part of a broader movement to enforce transparency and fairness in hiring.
Whether you’re actively job hunting or casually browsing listings, you have the legal backing to challenge employers who violate the EPOA.
How to Take Action
If you encounter a job posting that doesn’t include salary or benefit information, here’s what you can do:
- Save the posting: Take screenshots and note the date and platform.
- Send a written notice to the employer: Under the 2025 amendments to the EPOA, employers have five business days to correct the posting.
- Contact a legal advocate: an experienced attorney, like those at Emery | Reddy, PLLC, to explore your options.
This process not only protects your rights, it helps improve hiring practices for everyone in Washington.
Emery | Reddy: Leading the Fight for Worker Rights
The legal team behind this landmark case is Emery | Reddy, a Seattle-based law firm known for its commitment to employee rights. Founding attorney Timothy W. Emery led the charge in Branson, crafting a legal strategy that successfully expanded the definition of “applicant” under the EPOA.
Emery | Reddy has a long history of advocating for workers in employment law, workers’ compensation, and wage disputes. The firm’s work in Branson is just the latest example of how it’s changing the legal landscape for Washington workers.
The Bigger Picture: A Wave of Legal Action
The Branson decision is expected to impact hundreds of pending lawsuits in Washington courts. Many of these cases involve job postings that failed to meet EPOA requirements. With the Supreme Court’s ruling, these cases now have a stronger foundation, and job seekers have more power than ever to demand transparency.
Why This Matters Nationwide
While the ruling applies specifically to Washington state, it sets a precedent that could influence legislation and litigation across the country. As more states adopt pay transparency laws, the Branson case offers a roadmap for how courts can interpret and enforce these protections.
Job seekers everywhere should take note: transparency is no longer optional, it’s a legal right.
Know Your Rights. Protect Your Future.
If you’re a Washington job seeker, here’s what you need to remember:
- Employers must include salary and benefits in job postings.
- You can take legal action if they don’t, no matter your intent.
- You’re helping build a fairer, more transparent job market.
And if you need support, Emery | Reddy is here to help. With a proven track record and a deep commitment to justice, the firm is ready to stand with you.
