If you worked for or applied to work at Nordstrom in Washington state after January 1, 2023, you may be eligible to join a legal case that could result in financial compensation. A growing number of employees and applicants are stepping forward as part of the Nordstrom class action lawsuit, which accuses the retailer of violating Washington’s Equal Pay and Opportunities Act (EPOA).
But who exactly qualifies to be part of this class action? What kinds of experiences or workplace conditions are considered violations of the law? This article breaks down what it means to be eligible — and what to do if you believe you’re affected.
What Is the Nordstrom Class Action Lawsuit?
The Nordstrom class action lawsuit is based on allegations that the company failed to follow key provisions of the Equal Pay and Opportunities Act, Washington state’s pay transparency and anti-discrimination law.
This law requires employers to:
- Include wage and salary ranges in job postings
- Allow employees to discuss compensation freely without fear of retaliation
- Post or notify workers of promotional opportunities
- Prohibit pay or promotion decisions based on gender, race, or other protected characteristics
If Nordstrom failed to meet any of these obligations, job applicants, as well as current and former workers, may be entitled to join the lawsuit and seek compensation.
Key Eligibility Criteria
So how do you know if you’re part of the Nordstrom class? Below are the primary factors that may qualify you:
- You Worked or Applied at Nordstrom in Washington State
To be eligible, you must have either:
- Worked for Nordstrom in Washington state on or after January 1, 2023
- Applied for a Nordstrom job in Washington state during that same time period
This includes positions at retail stores, warehouses, corporate offices, and seasonal jobs.
2. You Weren’t Given a Pay Range in the Job Posting or Interview
The EPOA requires Washington employers to provide a salary or hourly wage range in job postings. If you applied for a job at Nordstrom and the listing did not include pay information, that may qualify as a violation — even if you were ultimately hired.
Similarly, if you were given vague or shifting information about compensation during the interview process, you may be eligible.
3. You Were Discouraged or Penalized for Discussing Pay
Were you ever told not to talk about your wages with coworkers? Did you feel discouraged from sharing or comparing salaries? The EPOA protects your right to discuss compensation, and any attempts to suppress those conversations — explicit or implied — could be grounds for inclusion in the lawsuit.
4. You Weren’t Told About Promotion Opportunities
If Nordstrom failed to inform you of job openings or internal advancement opportunities, that could be another violation. All employees should have equal access to apply for promotions. If those opportunities were kept from you — or handed to others without a fair process — you may qualify for the class action.
5. You Suspect Wage Discrimination
Did you discover that someone in the same role with similar experience was making more than you? Were raises or bonuses handed out unfairly? If you suspect pay disparities based on gender, race, or other protected categories, your experience could strengthen the legal case and qualify you for compensation.
Examples of Qualifying Experiences
Still unsure if your experience fits? Here are a few common scenarios:
- Job Applicant: You applied for a retail role at Nordstrom and weren’t told the pay range during the hiring process.
- Current Employee: You discovered that a coworker doing the same job was earning significantly more, and you were discouraged from asking why.
- Former Employee: You left Nordstrom after being denied promotions you didn’t know existed.
- Seasonal Worker: You were hired during the holiday season, but your pay and advancement options were never clearly disclosed.
- Warehouse Staff: You raised concerns about unequal pay and faced retaliation or were ignored.
If any of these sound familiar, your experience may qualify you to join the Nordstrom class action lawsuit.
What Compensation Is Possible?
Eligible workers may be entitled to:
- Back pay for wage disparities
- Statutory damages for legal violations
- Punitive damages in cases of willful misconduct
- Injunctive relief, such as changes in company policy
Even if you’re no longer employed by Nordstrom, you may still have a valid claim.
How to Join the Lawsuit
If you believe your rights were violated under the Equal Pay and Opportunities Act, the first step is to speak with an attorney. The legal team at Emery | Reddy is currently reviewing claims and offering free case evaluations for eligible workers.
If you qualify, their team will walk you through the process of joining the lawsuit and pursuing compensation.
Learn more or submit your claim at: www.emeryreddy.com/nordstrom-class-action-lawsuit
Why This Matters
Class action lawsuits aren’t just about compensation — they’re about holding powerful employers accountable. When companies like Nordstrom fail to meet basic legal standards, they don’t just hurt individual workers — they undermine the rights of employees across the state.
By joining the class action, you help enforce fair workplace laws and support greater wage transparency for all Washington workers.