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 $2.225 million class action settlement. Target agreed to this payout after allegations that the company failed to include wage scales, salary ranges, and benefits information in its Washington job postings, violating the state’s Equal Pay and Opportunities Act. To collect your share, you need to submit a claim form — either online or by mail — before the March 31, 2026 deadline.
The settlement applies regardless of whether you were actually hired. If you applied, got rejected, or even withdrew your application, you still qualify as long as the posting you responded to lacked the required pay transparency details. For example, if you applied for a cashier position at a Target store in Seattle in mid-2024 and the listing didn’t show a salary range, you’re likely part of this class.
Table of Contents
- What Is the Target Washington Job Posting Pay Transparency Class Action Settlement?
- Who Is Eligible to File a Claim in the Target Pay Transparency Settlement?
- How the $2.225 Million Settlement Fund Is Structured
- How to Submit Your Claim Form Before the March 31, 2026 Deadline
- What Could Reduce or Delay Your Payment
- Washington’s Equal Pay and Opportunities Act and Why It Matters
- What This Settlement Means for Future Pay Transparency Enforcement
- Frequently Asked Questions
What Is the Target Washington Job Posting Pay Transparency Class Action Settlement?
The settlement resolves a class action lawsuit alleging that target Corporation violated Washington’s Equal Pay and Opportunities Act by posting job listings in the state without disclosing wage scales, salary ranges, or benefits. Washington’s EPOA, which took effect on January 1, 2023, requires employers with 15 or more employees to include pay range and benefits descriptions in all job postings. The lawsuit claimed that Target — one of the largest retailers in the country — failed to comply with this requirement across numerous positions throughout the state. Target has not admitted any wrongdoing. The company agreed to the $2.225 million settlement to avoid the expense and uncertainty of continued litigation.
This is a common outcome in class action cases: the defendant settles without conceding liability, and class members receive compensation without going through a full trial. For applicants, it means money is available now rather than years down the road after appeals and further proceedings. What makes this settlement notable compared to similar EPOA cases is the relatively high individual payout. Many class action settlements involving employment law violations distribute only a few dollars per person. Here, the maximum per-claimant payment of $1,711.93 is significant enough to actually matter to the people who file. The actual amount you receive depends on how many valid claims come in, but even with strong participation, the payout should be meaningful.
Who Is Eligible to File a Claim in the Target Pay Transparency Settlement?
Eligibility is straightforward. You qualify if you applied for a Target job in Washington state at any point between January 1, 2023, and July 26, 2025, and the job posting you responded to did not include wage or salary range information. This covers a wide range of positions — store associates, distribution center workers, corporate roles based in Washington, and seasonal hires during that period. However, there are a few situations where eligibility might be less clear. If you applied for a position that did include salary information in the posting, you would not be part of this class. Similarly, if you applied for a role at a Target location outside Washington State, this settlement does not cover you, even if you are a Washington resident.
The violation is tied to where the job was posted and located, not where the applicant lives. If you applied for multiple positions during the class period, and some postings included pay ranges while others did not, you may still have a valid claim for the non-compliant postings. One important detail: you do not need to prove that Target’s failure to disclose pay information actually harmed you in a measurable way. The violation under the EPOA is the omission itself. You don’t need to show that you would have negotiated differently or declined to apply had you known the salary range. The act of applying for a non-compliant posting is enough to make you a class member.
How the $2.225 Million Settlement Fund Is Structured
The total settlement fund is capped at $2.225 million, but the actual pool available for claimants has a tiered structure that’s worth understanding. The base fund starts at $1,463,183.85. If fewer than half of all identified class members file claims, payments come from this base amount. That’s the scenario where individual payments are likely to hit or come close to the $1,711.93 maximum. If more than half of class members submit valid claims, the fund grows. For each additional claimant beyond the halfway mark, the fund increases by $1,711.93 per person.
Once the number of claims exceeds 910, the fund grows by $2,500 per subsequent claimant — but only up to the $2.225 million ceiling. So there’s a built-in mechanism to scale the fund as participation increases, which is somewhat unusual in class action settlements. Most settlements have a fixed pot that simply gets divided among more people, diluting each person’s share. As a practical example, if only 400 people file claims, the base fund of roughly $1.46 million would be divided among those 400, resulting in payments well above $3,000 each. If 1,200 people file, the fund would expand toward its cap, and each person might receive something closer to the full $1,711.93. The exact math depends on the final claims count, administrative costs, and attorney fees, but the structure is designed to keep individual payments reasonably high even with broad participation.
How to Submit Your Claim Form Before the March 31, 2026 Deadline
You have two options for filing: online or by paper. The online claim form is the fastest route. To use it, you’ll need your Notice ID and PIN, which should appear on the settlement notification mailed to your address on file. If you received that mailer, the ID and PIN are printed on it. Go to the settlement website, enter those credentials, fill in the required information, and submit. The process should take only a few minutes. If you prefer a paper filing or can’t locate your Notice ID and PIN, you can download and print a PDF version of the claim form from the settlement website.
Once completed, you can either mail it to the settlement administratorsettlement administrator[contact via the official settlement website]. You can also call the settlement administratorsettlement administrator[contact via the official settlement website] to request a form or get help with the process. Paper claims must be postmarked by March 31, 2026. The tradeoff between online and paper filing is mostly about speed and confirmation. Online submissions give you an immediate confirmation, while mailed forms carry the risk of postal delays. If you’re filing close to the deadline, online is clearly the safer bet. If you file by mail, consider using certified mail or a tracking service so you have proof of the postmark date in case any disputes arise.
What Could Reduce or Delay Your Payment
Even with a valid claim filed on time, there are factors that could affect what you actually receive and when. The most obvious variable is the total number of claims filed. While the tiered fund structure helps, if the number of claimants pushes toward the cap, individual payments will be lower than the $1,711.93 maximum. There’s no way to predict the final count until after the deadline passes and the administrator processes all submissions. The final approval hearing is set for May 5, 2026. If a class member or other party objects to the settlement terms, the court could delay approval or require modifications.
Objections are not common enough to derail most settlements, but they can add weeks or months to the timeline. Until the court grants final approval, no payments will be distributed. Even after approval, the administrator needs time to process checks and issue payments, so realistically, funds may not arrive until summer or fall of 2026. One warning: if your address has changed since you applied at Target, make sure the settlement administrator has your current contact information. Unclaimed checks due to outdated addresses are one of the most common reasons people miss out on class action payments they’re entitled to. Call 833-647-9003 to update your mailing address if needed.
Washington’s Equal Pay and Opportunities Act and Why It Matters
Washington’s EPOA has been one of the more aggressive pay transparency laws in the country since it went into effect in January 2023. It requires employers with 15 or more employees to include pay ranges and benefits descriptions in every job posting. The law was designed to address pay gaps by giving job seekers upfront information about compensation before they even apply.
Colorado was the first state to pass a similar law, but Washington’s version has broader enforcement mechanisms and has generated several notable lawsuits. The Target settlement is one of the largest EPOA-related payouts so far, and it signals that major employers cannot quietly ignore the law and hope no one notices. For job seekers in Washington, it reinforces that you have a legal right to know the salary range for any position you’re considering. If you see a job posting from a large employer in Washington that lacks pay information, that posting likely violates state law.
What This Settlement Means for Future Pay Transparency Enforcement
The Target settlement is likely to accelerate compliance among large retailers and employers operating in Washington. When a company as visible as Target agrees to pay $2.225 million over posting violations, it sends a clear message to HR departments across the state. Expect to see more detailed salary disclosures in job listings from major employers going forward — not out of goodwill, but because the cost of non-compliance is now concrete and public. More broadly, pay transparency laws are spreading.
States like New York, California, and Illinois have enacted their own versions, and several others have legislation in progress. The Target settlement will likely be cited in future cases as evidence that courts and plaintiffs take these violations seriously. For workers, the practical takeaway is simple: pay attention to whether job postings include salary ranges, especially in states with transparency laws. If they don’t, there may be legal consequences for the employer — and potential compensation for you.
Frequently Asked Questions
Do I need to have been hired by Target to qualify for this settlement?
No. You are eligible if you applied for a Target job in Washington State during the class period, regardless of whether you were hired, rejected, or withdrew your application.
How much money will I receive from the Target pay transparency settlement?
The maximum individual payment is $1,711.93, but the exact amount depends on how many valid claims are filed. If fewer people file, individual payments could be higher. If participation is very high, payments may be slightly lower.
What if I lost my settlement notice and don’t have my Notice ID or PIN?
Contact the settlement administratorsettlement administrator[contact via thsettlement administrator[contact via the official settlement website] to request your claim information or a replacement form.
When will payments be sent out?
Payments will not be issued until after the court grants final approval at the hearing scheduled for May 5, 2026. Depending on the outcome, checks could arrive in summer or fall of 2026.
Can I opt out of the settlement and sue Target on my own?
Most class action settlements include an opt-out provision with its own deadline. If you believe your individual damages exceed what the settlement offers, consult an employment attorney before the opt-out deadline to discuss your options.
Does this settlement apply to Target jobs in other states?
No. This settlement specifically covers job postings in Washington State that violated Washington’s Equal Pay and Opportunities Act. Other states have their own pay transparency laws, but this case is limited to Washington.
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