Published
April 25, 2026
Updated
July 16, 2026
This settlement resolved claims that Rivian’s job postings for positions in Washington failed to disclose the wage scale or salary range and a general description of benefits required by the state’s Equal Pay and Opportunities Act (EPOA). It is now closed — the June 22, 2026 deadline to claim, opt out, or object has passed, and the final-approval hearing was set for July 24, 2026. Here is what it covered and who qualified.
What Was the Rivian Washington Job-Posting Settlement?
This class action settlement resolved allegations that Rivian’s job postings for positions in Washington failed to disclose the wage scale or salary range and a general description of the benefits and other compensation required by the state’s Equal Pay and Opportunities Act (EPOA), RCW 49.58.110. The case is Hill v. Rivian, LLC, et al., No. 25-2-21452-4 SEA, in the Superior Court of the State of Washington in and for the County of King. Rivian denied the allegations and disputed that it violated any law; the court did not decide who was right, and the parties agreed to settle to avoid the cost and uncertainty of continued litigation.It is now closed. The court preliminarily approved the settlement on March 25, 2026 and authorized notice to the class. The deadline to file a claim form, opt out, or object was June 22, 2026, and that date has passed, and the final-approval hearing was set for July 24, 2026 in King County Superior Court. There is nothing left to file.
Status
Settlement Closed
Preliminarily approved March 25, 2026; claim window has closed.
Claim Deadline
Passed
Was June 22, 2026 · final-approval hearing set for July 24, 2026.
Settlement Fund
$997K – $1.5M (equal share)
Non-reversionary fund of $997,193.20 to $1,497,600.00.
Proof Required
Yes
Unique ID + PIN from the mailed notice.
Who Was Included in the Settlement Class?
The settlement class covered individuals who applied for a job opening in Washington with Rivian, LLC, Rivian Insurance Services, LLC, or Rivian Automotive, LLC, from January 1, 2023 through March 25, 2026, where the job posting did not disclose the wage scale or salary range for the position, or a general description of the benefits and other compensation offered to the hired applicant.The class covered job applicants, not employees, so a class member did not need to have ever worked at Rivian. Anyone who submitted a job application in Washington during the class period in response to a non-compliant posting could qualify, even if Rivian never followed up, never interviewed them, or never extended an offer. Class members were identified from Rivian’s records, and the Settlement Administrator, Simpluris, Inc., mailed individual notices carrying a Unique ID and PIN.
Washington’s Equal Pay and Opportunities Act (RCW 49.58.110)
Washington’s Equal Pay and Opportunities Act, at RCW 49.58.110, requires employers with 15 or more employees to disclose, in each posting for each job opening, the wage scale or salary range for the position and a general description of all of the benefits and other compensation offered. The requirement took effect January 1, 2023, and the disclosure must appear in the posting itself.Under RCW 49.58.070, an applicant who applied in good faith for a non-compliant posting can seek statutory damages of up to $5,000 per violation, plus actual damages, interest, and attorneys’ fees and costs. The Rivian case was one of a wave of Washington EPOA job-posting cases brought against large employers that hire in the state.
What the Settlement Provided
The settlement created a non-reversionary fund of between $997,193.20 and $1,497,600.00, with the exact amount depending on the number of valid claims filed. After court-approved attorneys’ fees, costs, and a service award to the class representative were deducted, the remaining funds were distributed to class members who filed valid, timely claims:• Equal share of the class fund: each class member who filed a timely, valid claim was eligible to receive an equal share of the class fund, with the estimated amount printed on the claim form mailed with the notice.
• Unique ID and PIN required to file: filing required the Unique ID and PIN printed on the mailed notice, which served as proof of class membership; no employment records, application screenshots, or pay-history documentation were required.
• Anti-retaliation commitment: Rivian agreed in writing not to retaliate against any class member for participating, and filing or not filing a claim did not affect any application for employment with Rivian.
• 180-day check expiration: settlement checks issued after final approval expire and become void 180 days after issuance.
Key Dates
• Preliminary Approval: March 25, 2026• Claim / Opt-Out / Objection Deadline: June 22, 2026 (passed)
• Final-Approval Hearing: set for July 24, 2026 at 9:00 a.m. in King County Superior Court, Seattle, Washington (Zoom attendance option available)
Case Information
• Caption: Hill v. Rivian, LLC, et al.• Case No.: 25-2-21452-4 SEA
• Court: King County Superior Court, State of Washington
• Administrator: Simpluris, Inc.
• Status: Closed — claim deadline passed June 22, 2026
Sources
- Official Settlement Website — EPOA Settlement RLLC
- Superior Court of the State of Washington, County of King — Hill v. Rivian, LLC, et al., No. 25-2-21452-4 SEA
- Revised Code of Washington — RCW 49.58.110 — Disclosures in postings for each job opening
- Revised Code of Washington — RCW 49.58.070 — Civil action by aggrieved person
- Washington State Department of Labor & Industries — Equal Pay and Opportunities Act guidance
For more class actions keep scrolling below.
Relief
Equal share of a $997,193.20–$1,497,600 non-reversionary fund
Case Title
Hill v. Rivian, LLC, et al.
Case Number
25-2-21452-4 SEA
Court
King County Superior Court, State of Washington
Administrator
Simpluris, Inc.
Final Approval Hearing
Set for July 24, 2026 (Zoom option available)
Status
Closed — claim deadline passed June 22, 2026
Official Website
EPOA Settlement RLLC.com
