How Washington’s Equal Pay & Opportunities Act Protects Nordstrom Applicants

Washington state has long been a national leader in championing workers’ rights — and its Equal Pay and Opportunities Act (EPOA) is one of the most powerful laws of its kind. Designed to promote wage transparency, equal access to opportunity, and protection from discrimination, the law applies to nearly every employer in the state, including large retailers like Nordstrom.

If you applied for a job at Nordstrom on or after January 1, 2023, you may have been affected by violations of this law. A growing number of applicants and employees are now part of a Nordstrom class action lawsuit, alleging the company failed to comply with core EPOA requirements.

This article breaks down how the Equal Pay and Opportunities Act protects job seekers, what the lawsuit claims, and what you should do if you believe your rights were violated.

What Is the Equal Pay and Opportunities Act?

The Equal Pay and Opportunities Act, originally passed in 2018 and amended in 2023, is a Washington state law that expands upon federal equal pay protections by requiring:

• Wage transparency in job postings
• Notice of promotional opportunities
• Protection from retaliation for discussing pay
• Equal pay for equal work, regardless of gender or other protected characteristics

For job applicants, the most relevant change is that employers must now provide clear salary and benefit information in all public job postings. This empowers workers to make informed decisions and helps close pay gaps across the workforce.

What Does the Law Require for Job Postings?

Under the 2023 amendments to the EPOA, employers with 15 or more employees — including Nordstrom — must include the following in all Washington-based job postings:

• Salary or hourly wage range the employer reasonably expects to offer
• A general description of benefits and other compensation, such as bonuses or commissions

This applies to external job listings and internal promotion opportunities alike.

If you saw a Nordstrom job listing without pay information or applied for a position and weren’t given clear compensation details, that may be a violation of Washington law.

Why Wage Transparency Matters

For decades, employers have discouraged workers from discussing their pay or negotiating salaries, often resulting in unequal pay for women, people of color, and other marginalized groups.

By requiring employers to disclose pay ranges up front, the EPOA helps eliminate wage disparities and promotes fair compensation practices. It also gives workers — especially those just entering the job market or switching industries — a more level playing field.

What Is the Nordstrom Class Action Lawsuit?

The Nordstrom class action lawsuit accuses the company of violating key provisions of the EPOA by:

• Failing to include pay ranges in job listings
• Not posting promotional opportunities internally
• Discouraging employees from discussing compensation
• Making discriminatory pay or promotion decisions

The lawsuit was filed on behalf of employees and applicants who worked for or applied to Nordstrom in Washington state after January 1, 2023.

If successful, the lawsuit could result in back pay, statutory damages, and policy changes designed to ensure compliance going forward.

How Applicants May Have Been Affected

If you applied for a position at Nordstrom and weren’t given access to basic information about compensation or promotion, you may be part of the class.

Common scenarios include:

• A job listing didn’t include a pay range or benefits description
• You were asked to provide your previous salary without receiving a range in return
• You were discouraged from negotiating or told not to discuss pay
• You were unaware of internal openings while other employees were promoted

These experiences may seem routine — but under Washington law, they could represent legal violations.

What This Means for Job Seekers

If you’re currently looking for a job or recently applied to Nordstrom (or any Washington employer), you have a right to:

• Know how much a position pays before you apply or interview
• Understand what benefits are included in the compensation package
• Compete fairly for internal advancement opportunities
• Discuss pay with coworkers without fear of retaliation

If an employer withholds this information or punishes you for asking, they may be breaking the law.

Are You Eligible to Join the Lawsuit?

You may qualify to join the Nordstrom class action lawsuit if:

• You applied for a Nordstrom job in Washington state on or after January 1, 2023
• The job listing didn’t include a pay range or benefits description
• You were denied access to internal promotions or wage transparency
• You experienced wage discrimination or were discouraged from discussing compensation

Even if you were never hired or no longer work for Nordstrom, you may still have a valid claim.

What to Do If You Think Your Rights Were Violated

If any of the situations above sound familiar, you don’t need to handle this alone. The legal team at Emery | Reddy is actively investigating these claims and offering free case reviews to Washington workers who may have been affected.

Why This Lawsuit Matters

Wage transparency isn’t just about money — it’s about equality, dignity, and opportunity. When employers like Nordstrom fail to follow state law, they reinforce harmful power imbalances and deny workers the information they need to make informed career decisions.

Holding employers accountable sends a clear message: Washington workers know their rights and won’t tolerate unlawful practices.