Despite what the title suggests, nobody gets credit monitoring from the Target Washington Job Posting Pay Transparency Settlement. This is a purely cash settlement worth $2.225 million, and if you applied for a Target job in Washington State between January 1, 2023 and July 26, 2025, you could receive a minimum payout of $1,711.93. The confusion likely stems from a completely separate legal matter — the 2013 Target Data Breach Settlement — which did include credit monitoring as part of its relief package. These are two entirely different cases with different class members, different claims, and different remedies.
The actual settlement at hand, *Brinkman v. Target Corporation*, alleges that Target violated Washington’s Equal Pay and Opportunities Act by failing to include wage scales or salary ranges in its job postings. If you received a notice in the mail with a Notice ID and PIN, you are likely an eligible class member and should file your claim before the March 31, 2026 deadline. This article will break down exactly what this settlement offers, who qualifies, how to file, and why you should not confuse it with Target’s older data breach case.
Table of Contents
- Does the Target Washington Pay Transparency Settlement Include Credit Monitoring?
- What Is Washington’s Equal Pay and Opportunities Act and Why Did Target Get Sued?
- Who Qualifies for the Target Pay Transparency Settlement and How Much Will You Get?
- How to File Your Claim Before the March 31, 2026 Deadline
- Common Mistakes That Could Cost You Your Settlement Payment
- What This Settlement Means for Pay Transparency in Washington
- Looking Ahead — The Future of Pay Transparency Litigation
- Frequently Asked Questions
Does the Target Washington Pay Transparency Settlement Include Credit Monitoring?
No. The target Washington Pay Transparency Settlement does not include credit monitoring, identity theft protection, or any similar service. This settlement is exclusively a cash payout from a $2.225 million fund established to compensate Washington job applicants who were not provided salary range information when they applied for positions at Target. If you came here expecting credit monitoring, you are almost certainly thinking of a different case. The 2013 Target Data Breach Settlement, formally known as *In re Target Corporation Customer Data Security Breach Litigation* out of the District of Minnesota, involved the massive holiday-season data breach that compromised millions of customers’ payment card information. That settlement included a $10 million fund and offered credit monitoring and identity theft protection services.
It has been closed for years. The *Brinkman v. Target Corporation* case has nothing to do with data breaches, stolen credit card numbers, or compromised personal information. It is about employment law — specifically, whether Target followed Washington State’s rules requiring employers to disclose pay ranges in job listings. If you are a Washington State job applicant who applied to Target during the class period, your remedy is cash. If you were a victim of the 2013 data breach, that ship has sailed. Mixing up the two cases is understandable given that Target is involved in both, but the distinction matters when you are deciding whether and how to file a claim.
What Is Washington’s Equal Pay and Opportunities Act and Why Did Target Get Sued?
washington‘s Equal Pay and Opportunities Act, or EPOA, went into effect on January 1, 2023. The law requires employers with 15 or more employees to include wage scales or salary ranges in all job postings for positions that could be filled by Washington residents. The goal is straightforward: job applicants should know what a position pays before they invest time applying for it. The allegation in *Brinkman v. Target Corporation* is that Target posted job openings accessible to Washington applicants without including the required pay range disclosures. Named plaintiffs Landon Brinkman, Meghan McClendon, and Nicole Yount filed the lawsuit, claiming they applied for Target jobs in Washington during a period when the postings lacked this legally mandated information.
Target denies any wrongdoing and has not admitted to violating the EPOA. The company agreed to the $2.225 million settlement to avoid the expense and uncertainty of continued litigation — a standard disclaimer in virtually every class action settlement. However, it is worth noting that Washington’s EPOA is still relatively new, and enforcement is evolving. If you applied for jobs at other large employers in Washington during this same period and noticed missing salary ranges, those companies may face similar legal challenges. This settlement is specific to Target, but the underlying law applies broadly. Do not assume that just because you have a claim against Target, you automatically have claims against other employers — each case depends on its own facts.
Who Qualifies for the Target Pay Transparency Settlement and How Much Will You Get?
The class includes individuals who applied for Target jobs in Washington State between January 1, 2023 and July 26, 2025. If you fall within that group, you should have received a mailed notice containing a unique Notice ID and PIN. These identifiers are required to submit your claim through the official settlement website. Each eligible claimant who files a valid claim is guaranteed a minimum payment of $1,711.93. That number could go higher depending on how many people actually file.
The net settlement fund — meaning what remains after attorney fees, administrative costs, and service awards to the named plaintiffs — ranges from approximately $1,463,183.85 to the full $2,225,000. For example, if fewer than 800 class members file valid claims, individual payouts would exceed the guaranteed minimum. If you applied to Target multiple times during the class period, check your notice carefully to understand how your claim is calculated. This is a relatively generous per-person payout compared to many consumer class action settlements, where checks often amount to single digits. A guaranteed floor of over $1,700 makes this worth the few minutes it takes to file. That said, the final amount depends on the total number of valid claims submitted before the deadline, so procrastinating could cost you nothing — but filing early ensures you do not miss out entirely.
How to File Your Claim Before the March 31, 2026 Deadline
Filing a claim requires the Notice ID and PIN from the physical notice mailed to you. Visit the official settlement website at epoasettlement-jan-02-2026.com and follow the instructions to submit your claim online. If you have lost your notice or never received one but believe you are eligible, contact the settlement administrator at (833) 647-9003 or by email at info@EPOASettlement-Jan-02-2026.com. They can help you verify your eligibility and obtain the credentials needed to file. The claims deadline is March 31, 2026, and the final approval hearing is scheduled for May 5, 2026 in King County Superior Court.
If you file before the deadline and the court grants final approval at that hearing, you should receive your payment sometime after that date. The tradeoff here is simple: spend five minutes filing online and receive at least $1,711.93, or do nothing and get zero. Unlike some settlements where the payout is so small it barely justifies the effort, this one has a meaningful dollar amount attached. There is no requirement to appear in court, hire an attorney, or do anything beyond submitting the online claim form. One practical note: if you have moved since you applied to Target, the settlement administrator may not have your current address. Contacting them proactively to update your information is worth the effort to make sure your check reaches you.
Common Mistakes That Could Cost You Your Settlement Payment
The most obvious mistake is simply not filing. Class action settlements routinely see low participation rates, with eligible claimants leaving money on the table because they threw away the notice, assumed it was junk mail, or forgot about the deadline. If you received a notice for this settlement, do not ignore it. A guaranteed minimum of $1,711.93 is real money. Another common error is confusing this case with the 2013 Target Data Breach Settlement and assuming you need to have experienced identity theft or financial fraud to qualify. You do not.
This settlement is for job applicants in Washington, period. You do not need to prove you were harmed by the missing salary information, that you would have made a different decision had the pay range been disclosed, or that you suffered any financial loss. You just need to have applied for a Target job in Washington during the class period. Finally, be cautious about third-party websites or services that offer to file your claim for you in exchange for a cut of your payment. The official claim process is free and takes minutes. There is no reason to pay someone else to do it. If a website asks for your credit card information or a percentage of your settlement check in exchange for filing assistance, walk away and go directly to the official settlement site.
What This Settlement Means for Pay Transparency in Washington
Washington’s EPOA is one of the strongest pay transparency laws in the country, and the *Brinkman v. Target Corporation* settlement sends a clear message to large employers: compliance is not optional. Target is one of the largest retailers in the United States, and a $2.225 million settlement over job posting violations demonstrates that the law has real teeth.
Other major employers operating in Washington should take note. For job seekers, this case is a reminder to pay attention to whether employers include salary ranges in their postings. If they do not, that may be a violation of state law — and potentially the basis for future legal action. Several other states, including Colorado, California, and New York, have enacted similar pay transparency requirements, and this trend is expanding.
Looking Ahead — The Future of Pay Transparency Litigation
The *Brinkman* settlement is unlikely to be the last of its kind. As more states adopt pay transparency laws and enforcement mechanisms mature, employers who drag their feet on compliance will face increasing legal exposure. Washington’s EPOA has been in effect for just over three years, and this settlement covers only the first two and a half years of that period.
Future lawsuits could cover subsequent time periods or target other employers entirely. For consumers and job applicants, the broader takeaway is that class action settlements are worth paying attention to — especially when the per-person payouts are this meaningful. Keep an eye on your mail, respond to legitimate settlement notices, and do not assume that every class action check is for $2.47. Sometimes it is closer to $1,700.
Frequently Asked Questions
Does the Target Washington settlement include credit monitoring?
No. This settlement is a cash-only payout. Credit monitoring was part of the separate 2013 Target Data Breach Settlement, which is now closed.
How much will I receive from the Target pay transparency settlement?
Each eligible claimant is guaranteed a minimum of $1,711.93. The actual payment could be higher depending on how many people file valid claims before the March 31, 2026 deadline.
Who is eligible for this settlement?
Individuals who applied for Target jobs in Washington State between January 1, 2023 and July 26, 2025. You should have received a mailed notice with a Notice ID and PIN.
What is the deadline to file a claim?
March 31, 2026. The final approval hearing is scheduled for May 5, 2026 in King County Superior Court.
Do I need to prove I was harmed by the missing pay range information?
No. Eligibility is based on having applied for a Target job in Washington during the class period. You do not need to show that the missing salary range caused you financial harm.
What if I lost my settlement notice?
Contact the settlement administrator at (833) 647-9003 or email info@EPOASettlement-Jan-02-2026.com to obtain your Notice ID and PIN.