If you applied for a job at Target in Washington State between January 1, 2023, and July 26, 2025, you may be entitled to up to $1,711.93 from a class action settlement totaling as much as $2.225 million. The case, Brinkman v. Target Corporation (Case No. 24-2-25091-3 SEA), alleges that Target violated Washington’s Equal Pay and Opportunities Act by failing to include wage scales, salary ranges, and benefits information in its job postings for positions within the state.
It does not matter whether you were hired, rejected, or withdrew your application — if you applied during that window, you qualify. Say you submitted an online application for a cashier position at a Target store in Seattle back in March 2024 and never heard back. That application alone makes you eligible for a payment. The claim deadline is March 31, 2026, so there is still time to file, but not much.
Table of Contents
- Who Qualifies for the Target $2.2 Million Washington Pay Transparency Settlement?
- How the $2.225 Million Settlement Fund Actually Works
- Washington’s Equal Pay and Opportunities Act and Why This Case Matters
- How to File Your Claim Before the March 31, 2026 Deadline
- Common Problems and What Could Reduce Your Payment
- What This Means If You Currently Work at Target in Washington
- The Broader Push for Pay Transparency and What Comes Next
- Frequently Asked Questions
Who Qualifies for the Target $2.2 Million Washington Pay Transparency Settlement?
The class definition is straightforward: anyone who applied for a Target job in Washington State between January 1, 2023, and July 26, 2025. This includes applications for all types of positions — hourly retail, distribution center roles, corporate jobs based in Washington, seasonal work, and anything else Target posted in the state. The qualifying period begins on the date Washington’s pay transparency requirements under the Equal Pay and Opportunities Act took full effect for employers like Target. One important detail that separates this settlement from many employment class actions is that you do not need to prove you were harmed in any traditional sense. You did not need to accept a lower-paying job because salary information was missing, nor did you need to show that you would have made a different decision had the pay range been listed.
The violation is the failure to disclose, period. By contrast, in a wage theft class action, claimants typically need to demonstrate they worked unpaid hours or were shorted on overtime. Here, the mere act of applying during the class period is enough. If you applied for multiple Target positions in Washington during the class period, you are still treated as a single class member. The estimated payout of up to $1,711.93 is per claimant, not per application. So someone who applied for three different roles at three different stores does not receive triple the payment.
How the $2.225 Million Settlement Fund Actually Works
The settlement fund has a variable structure, which is unusual. The base fund is $1,463,183.85. If more than half of the eligible class members file valid claims, the fund increases by $1,711.93 for each additional claimant beyond that halfway mark, up to a maximum cap of $2,225,000. This means the total pool of money available depends directly on how many people file claims. However, there is a catch that cuts in the other direction. If a very large number of class members file claims, the per-person payment could shrink below the $1,711.93 estimate.
The estimated individual payout assumes a certain claims rate. In most class action settlements, the claims rate hovers between 5 and 15 percent, which is why administrators can project individual payouts with some confidence. If this settlement sees an unusually high participation rate — possible given the straightforward eligibility and relatively generous per-person amount — each claimant’s share could be reduced proportionally even with the fund scaling up to $2.225 million. Target has not admitted wrongdoing as part of this agreement. The company agreed to settle to avoid the expense and uncertainty of continued litigation. This is standard language in virtually every class action settlement and has no bearing on your eligibility or payment amount.
Washington’s Equal Pay and Opportunities Act and Why This Case Matters
Washington’s Equal Pay and Opportunities Act requires employers with 15 or more employees to include wage scales or salary ranges and a description of benefits in all job postings for positions that could be filled by Washington-based workers. The law was designed to address pay inequity by giving applicants the information they need to evaluate whether a job meets their financial needs before investing time in the application process. Colorado passed a similar law in 2021, and several other states have followed. Target is far from the only large employer to face claims under these pay transparency statutes.
Multiple national retailers and tech companies have been sued in Washington and Colorado for similar omissions. What makes the Target case notable is the size of the class — Target is one of the largest private employers in the country and hires thousands of workers in Washington annually. The sheer volume of applicants during a two-and-a-half-year window means a substantial number of people are potentially eligible. For example, the Washington Supreme Court has adopted an expansive definition of “job applicant” under the EPOA, which broadens the scope of who can bring claims under the statute. This legal backdrop made it more practical for Target to settle rather than litigate the question of who counts as an applicant and whether every job posting was compliant.
How to File Your Claim Before the March 31, 2026 Deadline
Filing a claim requires visiting the official settlement website at epoasettlement-jan-02-2026.com. You can submit the claim form online or download a PDF version to print, fill out, and mail or email to the settlement administrator. Either method is accepted, so choose whichever is more convenient. You will need the notice ID and PIN that were printed on the settlement notice mailed to you. If you received that notice and still have it, the process takes only a few minutes.
If you cannot locate your notice or never received one — which is common when people have moved since applying — contact the settlement administrator at info@EPOASettlement-Jan-02-2026.com or call 833-647-9003. They can look up your information and provide the credentials you need to file. One tradeoff to consider: filing online is faster and gives you immediate confirmation, but some claimants prefer a paper trail. If you mail or email the PDF form, keep a copy for your records and note the date you sent it. The deadline is March 31, 2026, and late claims are typically rejected regardless of the reason, so do not wait until the last day.
Common Problems and What Could Reduce Your Payment
The most common issue claimants face is not having their notice ID and PIN. Without these, you cannot complete the claim form on your own, and you must go through the administrator to verify your eligibility. This adds time, so if you suspect you qualify but have not received a notice, reach out to the administrator now rather than waiting until late March. Another issue worth flagging: payments will only be issued after the court grants final approval at the hearing scheduled for May 5, 2026. Even if you file your claim tomorrow, you will not see a check until weeks or months after that hearing, assuming no objections delay the process.
If a significant number of class members object to the settlement terms or if the court requests modifications, the timeline could stretch further. In most cases, final approval hearings proceed without incident, but it is not guaranteed. Finally, be wary of third-party websites or services that offer to file your claim for a fee or a percentage of your payout. The claim process is free and simple enough to do yourself. Anyone charging money to help you file a claim for this settlement is taking advantage of you.
What This Means If You Currently Work at Target in Washington
If you are a current Target employee in Washington who applied for your position during the class period, you are still eligible. Filing a claim does not affect your employment.
Retaliation for participating in a class action settlement is illegal under both federal and state law. For instance, if you were hired as a team member at a Bellevue Target in June 2023 and remain employed there today, you can file a claim for the same application that led to your current job. The settlement addresses the missing pay transparency information in the posting, not anything about your ongoing employment relationship.
The Broader Push for Pay Transparency and What Comes Next
Pay transparency laws are expanding rapidly. As of early 2026, Washington, Colorado, California, New York, and several other states require salary ranges in job postings. The trend is accelerating, not slowing down, and enforcement actions like Brinkman v.
Target Corporation signal that courts and plaintiffs’ attorneys are serious about holding large employers accountable. For job seekers, the practical takeaway is that you should expect to see salary ranges in postings for any state with a pay transparency law — and if you do not, that could be the basis for future claims. For the Target settlement specifically, the clock is ticking. File your claim before March 31, 2026, and then wait for the court’s final approval decision on May 5, 2026.
Frequently Asked Questions
Do I need proof that I applied for a Target job in Washington?
No. The settlement administrator has records of Target job applicants during the class period. You just need your notice ID and PIN from the mailed settlement notice, or you can contact the administrator to look up your information.
What if I applied for multiple Target jobs in Washington during the class period?
You are still treated as one class member and will receive one payment. The payout is per person, not per application.
I applied for a Target job in Washington but I live in another state. Do I still qualify?
Yes. The key factor is that the job posting was for a position in Washington State. Your home state does not matter.
When will I actually receive my payment?
Payments will be issued only after the court grants final approval at the May 5, 2026 hearing. Expect checks to arrive weeks to months after that date, assuming no delays.
Does filing a claim affect my current job at Target?
No. Retaliation for participating in a class action settlement is illegal. Filing a claim has no impact on your current or future employment with Target.
What if I never received a settlement notice in the mail?
Contact the settlement administrator at info@EPOASettlement-Jan-02-2026.com or call 833-647-9003. They can verify your eligibility and provide the information you need to file.