Washington’s Equal Pay and Opportunities Act (EPOA) is meant to make hiring more transparent by requiring employers to include a wage scale or salary range—and a general description of benefits and other compensation—in job postings for roles that could be filled in Washington. The class action involving Axon Enterprise Inc. centers on job applicants who say they responded to Washington job ads between Jan. 1, 2023, and Nov. 17, 2025, that allegedly omitted this required pay-and-benefits information, leaving candidates without key details that can affect whether they apply, how they negotiate, and whether pay practices are equitable across workers. The lawsuit was filed to enforce those disclosure rules and to seek monetary relief for applicants who were allegedly affected, not necessarily because they were underpaid, but because the postings themselves may have violated the law’s transparency mandate. Axon denies wrongdoing, yet agreed to a settlement fund of roughly $5.55 million to $8.50 million covering about 5,467 class members, with estimated payments around $1,193 per valid claim (capped at $5,000), plus administration costs, attorneys’ fees, and a service award to the class representative—an outcome that underscores how job-ad compliance can create significant legal exposure even without an admission of fault. More broadly, this case fits a growing wave of pay-transparency enforcement and litigation nationwide as states and cities adopt similar rules to narrow pay gaps and reduce information asymmetry in hiring. Washington’s EPOA aligns with the broader industry trend toward mandatory compensation disclosures (seen in places like Colorado, California, and New York), pushing employers to standardize how they draft job postings, coordinate pay ranges across HR and recruiting systems, and ensure benefit descriptions are not treated as optional marketing language but as legally required information in the hiring process.