Payments in the Target Washington Job Posting Pay Transparency Settlement are calculated using a tiered system that guarantees each approved claimant a minimum of $1,711.93, with the possibility of receiving more depending on how many people file claims. The settlement fund in *Brinkman v. Target Corporation* ranges from a floor of $1,463,183.85 up to $2,225,000, and the final per-person payment depends on the total number of claims submitted, court-approved deductions for legal fees and administrative costs, and whether the fund scales up past its minimum threshold. For example, if only 400 out of an estimated 855 eligible class members file valid claims, the minimum fund of roughly $1.46 million applies, and after deductions, each claimant could receive well above the $1,711.93 guaranteed minimum.
But if claim volume surges past 910 submissions, the fund grows by $2,500 per additional claimant, up to the $2.225 million cap. The settlement resolves allegations that Target violated Washington’s Equal Pay and Opportunities Act by failing to include salary ranges and benefits descriptions in job postings accessible to Washington applicants. The class period runs from January 1, 2023 through July 26, 2025, and the deadline to file a claim is March 31, 2026.
Table of Contents
- How Are Payments Calculated in the Target Washington Pay Transparency Settlement?
- Who Is Eligible for the Target Pay Transparency Settlement?
- What Did Target Do Wrong Under Washington’s Equal Pay and Opportunities Act?
- How to File Your Claim Before the March 31, 2026 Deadline
- Settlement Check Validity and Common Pitfalls After Approval
- How Washington’s Pay Transparency Law Compares to Other States
- What the Target Settlement Signals for Future Pay Transparency Enforcement
- Frequently Asked Questions
How Are Payments Calculated in the Target Washington Pay Transparency Settlement?
The payment structure uses a three-tier formula tied directly to how many eligible class members submit valid claims. At the base level, if fewer than 50 percent of eligible class members file, the settlement fund stays at its minimum floor of $1,463,183.85. Any leftover money after paying claimants goes to designated charities rather than back to Target. Once claim volume crosses the 50 percent threshold, the fund increases by $1,711.93 for each additional claimant beyond that halfway mark. If more than 910 total claims come in, the per-claimant increase jumps to $2,500 for each person above 910, until the fund hits the hard cap of $2,225,000. After the fund amount is determined, the court deducts approved attorneys’ fees, litigation costs, and administrative expenses. The remaining net amount is then divided equally among all approved claimants.
This equal-split approach means your actual check depends on two variables you cannot control: how many other people file and how much the court approves in legal costs. If participation is low, say 300 claimants, individual payments could meaningfully exceed the $1,711.93 floor. If participation is high and legal costs run toward the upper end, payments could land closer to that guaranteed minimum. To put this in concrete terms, consider a scenario where exactly 855 people file claims and the fund reaches its maximum of $2,225,000. If attorneys’ fees and costs consume roughly a third of the fund, that leaves approximately $1.49 million split 855 ways, or about $1,740 per person. Compare that to a scenario with only 500 claimants where the fund sits around $1.7 million. After similar deductions, each person could see closer to $2,200. The math rewards lower participation, which is typical of class action settlements.
Who Is Eligible for the Target Pay Transparency Settlement?
Eligibility is straightforward but has a nuance worth understanding. You qualify if you applied for a Target job in Washington State at any point between January 1, 2023 and July 26, 2025. It does not matter whether you were hired, rejected, or withdrew your application. The mere act of applying for a position that was accessible to Washington applicants during that window makes you a class member. However, if you applied for a position that was listed nationally but you were located in another state, the eligibility question gets murkier.
The lawsuit centered on job postings “accessible to Washington applicants,” which could include remote positions posted broadly but available to Washington residents. If you are unsure whether your application falls within the class definition, filing a claim by the deadline and letting the claims administrator make the determination is generally the safer path. You will not be penalized for filing a claim that turns out to be ineligible. One limitation to keep in mind: this settlement only covers the failure to disclose pay ranges and benefits in job postings. If you have a separate wage dispute with Target, such as unpaid overtime or misclassification, this settlement does not address those issues and accepting payment here does not prevent you from pursuing unrelated claims.
What Did Target Do Wrong Under Washington’s Equal Pay and Opportunities Act?
Washington’s Equal Pay and Opportunities Act requires employers to disclose wage scales or salary ranges and a general description of benefits in job postings for positions that could be filled by Washington applicants. The law took effect with enhanced posting requirements on January 1, 2023, which is why the class period begins on that date. The plaintiff, Brinkman, alleged that Target posted jobs accessible to Washington applicants without including this required compensation information, leaving applicants unable to evaluate whether the pay aligned with their expectations before investing time in the application process. This is not an isolated issue with Target. Several large employers have faced similar lawsuits in Washington since the EPOA’s posting requirements went into effect.
The law was designed to close information gaps that contribute to pay disparities, particularly for women and people of color who historically have had less access to salary benchmarking data. By requiring upfront disclosure, the legislature aimed to shift negotiating dynamics before a candidate even walks through the door. Notably, Washington amended the EPOA in 2025 to include a grace period allowing employers to correct non-compliant job postings before facing lawsuits. This fix came after a wave of litigation showed that the original statute had no cure provision, meaning employers could be sued immediately for a posting error with no opportunity to fix it. The amendment does not affect this settlement, which covers conduct during the pre-amendment period, but it does signal that future cases may be harder to bring if employers correct their postings promptly.
How to File Your Claim Before the March 31, 2026 Deadline
The claim filing deadline is March 31, 2026, and this same date also serves as the deadline to request exclusion from the settlement or file a formal objection. Filing a claim is the default action if you want to receive payment. If you do nothing, you will not receive money but you will still be bound by the settlement’s release of claims against Target, which is arguably the worst outcome for any eligible class member. The tradeoff between filing a claim and requesting exclusion is worth considering, though for most people filing a claim is the clear choice. By filing, you receive your share of the settlement fund but give up the right to sue Target individually over the same job posting issues.
By opting out, you preserve that right to sue but receive nothing from this settlement. Individual lawsuits are expensive, time-consuming, and uncertain. Unless you have reason to believe your individual damages substantially exceed what the settlement offers, or you are already working with an attorney on a separate claim, opting out rarely makes financial sense for a $1,700 payment. If you file a claim and it is approved, payments will be delivered by mail after the court grants final approval, which is currently scheduled for the hearing on May 5, 2026. Expect a delay of several weeks to a few months after that hearing before checks go out, as administrative processing takes time.
Settlement Check Validity and Common Pitfalls After Approval
Once settlement checks are mailed, recipients have 180 days from the date of issue to deposit them. This six-month window is more generous than some settlements, but it is a hard deadline. If you miss it, the funds are forfeited and typically revert to the settlement fund for redistribution or charity. Do not assume you can call the claims administrator and get a replacement after the window closes. A common pitfall is address changes. If you have moved since you applied for the Target job, the check may go to an outdated address. Make sure the claims administrator has your current mailing address when you file your claim, and update it if you move before checks are distributed.
Settlement administrators typically have a process for address updates, but you need to initiate it. Checks returned as undeliverable may or may not be reissued depending on the settlement terms, and the clock keeps ticking regardless. Another issue to watch for: taxes. Settlement payments for employment-related claims can have varying tax treatment. This payment stems from a statutory violation related to job postings, not from unpaid wages or emotional distress, which may affect how it is classified for tax purposes. The settlement administrator may or may not issue a 1099 form. Consult a tax professional if the treatment matters to your filing situation, particularly if you receive payments from multiple class action settlements in the same year.
How Washington’s Pay Transparency Law Compares to Other States
Washington’s EPOA is among the most aggressive pay transparency laws in the country, alongside similar statutes in Colorado, California, and New York City. What makes Washington’s law particularly potent is that it applies to any job posting accessible to Washington applicants, not just postings for positions physically located in the state. This broad reach is what enabled the Target lawsuit, since Target posts jobs nationally that Washington residents can access and apply to.
Colorado’s Equal Pay for Equal Work Act was the first major state law requiring salary ranges in job postings, effective January 1, 2021. Early on, some employers tried to dodge it by excluding Colorado applicants from remote job postings, a tactic that drew public backlash and regulatory scrutiny. Washington learned from Colorado’s experience and drafted its requirements to be harder to circumvent. The 2025 amendment adding a cure period reflects a legislative acknowledgment that the law’s strictness, while well-intentioned, created litigation exposure that may have been disproportionate to the harm in cases involving minor or quickly corrected posting errors.
What the Target Settlement Signals for Future Pay Transparency Enforcement
The *Brinkman v. Target Corporation* settlement is part of a broader pattern of enforcement actions that are reshaping how large employers approach job postings in states with pay transparency laws. While the 2025 amendment to Washington’s EPOA introduces a grace period that could reduce the volume of future lawsuits, the amendment does not eliminate liability. It simply gives employers a window to fix non-compliant postings before plaintiffs can sue.
Employers who ignore the cure notice or fail to correct postings within the grace period remain fully exposed. For job applicants, the practical takeaway is that pay transparency laws are creating real, tangible financial remedies when employers cut corners. The Target settlement may involve relatively modest individual payments, but the aggregate cost to the company and the precedent it sets serve as a meaningful deterrent. If you are applying for jobs in Washington or other states with similar laws, pay attention to whether postings include salary ranges. If they do not, that noncompliance may eventually translate into a settlement check in your mailbox.
Frequently Asked Questions
How much will I receive from the Target Washington pay transparency settlement?
Each approved claimant is guaranteed a minimum of $1,711.93. Your actual payment could be higher if fewer people file claims, since the net settlement fund is divided equally among all approved claimants after deducting court-approved legal fees and administrative costs.
Do I need to have been hired by Target to qualify?
No. You are eligible if you simply applied for a Target job in Washington State between January 1, 2023 and July 26, 2025. It does not matter whether you were hired, rejected, or withdrew your application.
What is the deadline to file a claim?
The claim filing deadline is March 31, 2026. This is also the deadline to request exclusion from the settlement or file an objection.
When will settlement checks be mailed?
Checks will be mailed after the court grants final approval at the hearing scheduled for May 5, 2026. Expect a delay of several weeks to a few months after that date for administrative processing.
What happens if I do not cash my settlement check in time?
You have 180 days from the date the check is issued to deposit it. After that window closes, the funds are forfeited and you cannot recover them.
What happens if very few people file claims?
If fewer than 50 percent of eligible class members file, the minimum fund of $1,463,183.85 applies. Leftover funds after paying claimants go to designated charities. With fewer claimants splitting the pot, individual payments can exceed the $1,711.93 guaranteed minimum.
Sources
- Washington Job Posting Settlements: Pay-Range Class Actions — OpenClassActions.com’s coverage of this case.
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