If you applied for a job at Target in Washington State between January 1, 2023 and July 26, 2025, you may be entitled to roughly $1,711.93 from a class action settlement alleging the retailer failed to include salary ranges in its job postings. The case, *Brinkman v. Target Corporation* (Case No. 24-2-25091-3 SEA), was filed in King County Superior Court and centers on Washington’s Equal Pay and Opportunities Act, which requires employers to disclose wage scales in job listings.
Target has not admitted wrongdoing but agreed to a settlement fund of up to $2,225,000 to resolve the claims. The deadline to file a claim is March 31, 2026, so time is running short. You do not need to have been hired, interviewed, or even received a callback from Target to qualify — the simple act of submitting an application during the covered period is enough. Below, we break down exactly who is eligible, how to file, what you can expect to receive, and the key deadlines and tax implications you should know about before submitting your claim.
Table of Contents
- What Is the Target Washington Pay Transparency Settlement and Why Does It Exist?
- Who Qualifies for the Settlement and Who Doesn’t?
- How Much Money Can You Expect to Receive?
- How to File Your Claim Step by Step
- Key Deadlines and What Happens If You Miss Them
- Washington’s Pay Transparency Law and the Bigger Picture
- What This Settlement Means Going Forward
- Frequently Asked Questions
What Is the Target Washington Pay Transparency Settlement and Why Does It Exist?
washington‘s Equal Pay and Opportunities Act requires employers to include wage scale or salary range information in every job posting. The law exists so that job seekers can make informed decisions about whether a position meets their financial needs before investing time in the application process. According to the lawsuit filed by plaintiffs Landon Brinkman, Meghan McClendon, and Nicole Yount, target posted job openings across Washington State without disclosing compensation information as required by the statute.
The settlement, pending before Judge Michael R. Scott, establishes a minimum fund of $1,463,183.85, which can grow up to $2,225,000 depending on how many eligible class members file claims. To put this in practical terms, if you applied for a cashier position at a Target in Spokane in mid-2024 and the posting listed no pay range, that application alone would make you eligible. The law firm Emery Reddy, which has filed at least 31 pay transparency lawsuits in Washington under the same statute, has been a driving force behind enforcement of the EPOA, and this Target case is one of the largest settlements to emerge from that wave of litigation.
Who Qualifies for the Settlement and Who Doesn’t?
Eligibility is straightforward: you must have applied for a job at Target in Washington State between January 1, 2023 and July 26, 2025. The critical detail here is that eligibility is based entirely on the act of applying. You did not need to get an interview, receive an offer, or work a single shift. If you submitted an application through Target’s website, a job portal, or in person during that window, and the posting lacked a disclosed salary range, you are a class member.
However, if you applied for a Target position that was located outside of Washington — say, at a store in Portland, Oregon — you would not qualify, even if you are a Washington resident. The law applies to job postings in Washington, not to the applicant’s home address. Similarly, if you applied before January 1, 2023 or after July 26, 2025, you fall outside the class period. It is also worth noting that Washington amended the EPOA in 2025 to clarify and narrow certain employer requirements, which means the legal landscape going forward may differ from the conditions that gave rise to this case.
How Much Money Can You Expect to Receive?
The estimated individual payment is $1,711.93 per approved claimant. That figure is based on the minimum settlement fund of $1,463,183.85 divided among the expected number of claims. If more than half of all eligible class members submit valid claims, the total fund increases by $1,711.93 for each additional claimant beyond that threshold, up to the $2,225,000 cap. So the per-person amount is designed to remain relatively stable rather than shrinking as more people file.
For example, if 855 people file claims, the fund stays at the minimum and each person receives approximately $1,711.93. If 1,200 people file, the fund grows to accommodate them, and each claimant still receives around the same amount — until the total fund hits the $2.225 million ceiling. At that point, if claims continue to increase, the per-person payment could start to decrease. One important tax consideration: these payments are classified as non-wage damages, which means Target may issue a Form 1099 for the amount you receive. You could owe income tax on the payment, so factor that into your expectations and consult a tax professional if you are unsure how it affects your filing.
How to File Your Claim Step by Step
To file a claim, visit the official settlement website at epoasettlement-jan-02-2026.com/form/claim. You will need your Notice ID and PIN, which were included in the settlement notification mailed or emailed to you. The form itself is straightforward — you are confirming your identity and your eligibility as someone who applied for a Target job in Washington during the class period. If you received a notice but cannot locate your ID or PIN, you have several options. You can email the settlement administratorsettlement administrator[contact via the official settlement website], call [see official settlement website], or write to Brinkman v.
Target Corp., c/o Simpluris, P.O. Box 26170, Santa Ana, CA 92799. The tradeoff between filing online and contacting the administrator by mail is primarily speed. Online submissions are processed immediately, while mailed correspondence takes time and introduces the risk of missing the March 31, 2026 deadline if you wait too long. If you are within a few weeks of the deadline, filing online or calling is the safer route.
Key Deadlines and What Happens If You Miss Them
Every major deadline in this case falls on the same date: March 31, 2026. That is the deadline to file a claim, the deadline to opt out of the settlement, and the deadline to file an objection. Missing the claim deadline means you forfeit your right to payment. Missing the opt-out deadline means you remain bound by the settlement terms and cannot pursue your own separate lawsuit against Target over the same issue.
A final approval hearing is scheduled for May 5, 2026, in King County Superior Court. At that hearing, Judge Scott will decide whether the settlement terms are fair and reasonable. If you filed a claim and the settlement is approved, payments should follow in the weeks or months after the hearing. One important warning: if you believe your individual damages are substantially higher than the estimated $1,711.93 — for instance, if you can demonstrate that the missing pay information caused you significant financial harm — opting out and pursuing an individual claim might be worth considering. But for most class members, the potential payout without the cost or uncertainty of private litigation is the more practical choice.
Washington’s Pay Transparency Law and the Bigger Picture
This settlement is part of a broader enforcement wave in Washington. The law firm Emery Reddy has filed at least 31 pay transparency lawsuits against various employers under the EPOA, and Target is far from the only major company that has been caught posting jobs without salary ranges.
If you have applied to other large employers in Washington during the same period, it is worth checking whether similar cases exist that you might be eligible for. Washington amended the EPOA in 2025 to clarify certain requirements and limit some of the obligations that employers had faced under the original language. This means that future cases may look different from the Target settlement, and employers may have adjusted their practices in response to both the lawsuits and the legislative changes.
What This Settlement Means Going Forward
The Target settlement signals that pay transparency laws have real teeth. Even a company as large as Target found it more practical to settle for over $2 million than to continue litigating the claim.
For job seekers in Washington and other states with similar laws — including Colorado, California, and New York — the practical takeaway is that you have a legal right to know what a job pays before you apply, and employers who ignore that requirement face meaningful financial consequences. Whether you receive $1,711.93 or a slightly different amount, the larger significance is that these settlements are shifting employer behavior. More companies are now including salary ranges in job postings not just in states that require it, but nationwide, because maintaining separate posting practices for different states creates compliance risk.
Frequently Asked Questions
Do I need to have been hired by Target to qualify?
No. Eligibility is based solely on applying for a Target job in Washington State during the class period (January 1, 2023 through July 26, 2025). You do not need to have been hired, interviewed, or contacted.
How much will I receive from the Target settlement?
The estimated payment is $1,711.93 per claimant. The final amount may vary depending on the total number of approved claims, but the settlement structure is designed to keep individual payments near that figure.
Will I have to pay taxes on the settlement payment?
Possibly. The payments are classified as non-wage damages and may be reported on a Form 1099, which could make them subject to income tax. Consult a tax professional for guidance specific to your situation.
What if I lost my Notice ID and PIN?
Contact the settlement administratorsettlement administrator[contact via the official settlement website], by phone at [see official settlement website], or by mail at P.O. Box 26170, Santa Ana, CA 92799.
Can I opt out and sue Target on my own?
Yes, but you must submit your opt-out request by March 31, 2026. If you do not opt out, you are bound by the settlement and cannot file a separate lawsuit over the same claims.
When will payments be sent out?
The final approval hearing is set for May 5, 2026. If the court approves the settlement, payments will be distributed in the weeks or months following that hearing.
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