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Employment seekers who applied for a job with T-Mobile USA Inc. or its related entities in Washington state between Jan. 1, 2023, and May 21, 2026, in which the job posting did not include a wage scale, salary range or a general description of benefits and compensation may be eligible to claim an estimated $1,487.82 from a class action settlement.
T-Mobile USA Inc. agreed to pay $1.4 million to $2.14 million to settle a class action lawsuit alleging its job postings in Washington state failed to include required pay and benefits information as mandated by state law.
Who can file a claim?
Individuals are considered class members if they meet all of the following criteria:
- They applied for a regular job opening in the state of Washington with T-Mobile USA Inc., T-Mobile Central LLC, T-Mobile Financial LLC, T-Mobile Leasing LLC, T-Mobile Resources LLC or T-Mobile West LLC.
- They submitted their application between Jan. 1, 2023, and May 21, 2026.
- They applied through a job posted on one of the defendants’ websites or an authorized third-party recruiting platform.
- The job posting did not disclose a wage scale or salary range and/or a general description of the benefits and other compensation to be offered.
- They did not sign an arbitration agreement with any of the defendants.
The class includes those who applied directly through T-Mobile’s job listings and via authorized third-party platforms,as long as the posting did not include the required pay and benefits information. Based on T-Mobile’s records, there are approximately 950 potential class members.
How much is the T-Mobile payout?
Eligible class members who submit a valid claim can receive an estimated payment of $1,487.82. The actual amount may vary depending on the total number of valid claims submitted. The settlement administrator will classify the payment as nonwage statutory damages and report it on a 1099 tax form.
The settlement fund is structured as follows:
- If 50% or fewer of the class members (475 or fewer) submit valid claims, the settlement administrator will distribute the minimum settlement fund of $1,409,027.25 equally among those claimants.
- For each additional valid claimant above 475, T-Mobile will increase the net settlement fund by $1,533.63 per claimant up to the maximum settlement fund amount of $2,137,500.
- No individual claimant can receive more than $5,000; if the calculated amount exceeds this, the administrator will donate the excess to the Legal Foundation of Washington.
How to claim a settlement payment
Class members can file a claim online or download, print, and complete the PDF claim form and mail or email it to the settlement administrator
Settlement administrator's mailing address: EPOA Settlement, Attn: Claims, 1650 Arch St., Suite 2210, Philadelphia, PA 19103
Settlement administrator's email address: Info@EPOASettlementTMUI.com
The claim deadline is Sept. 8, 2026.
Required information
All class members must provide the claim ID and PIN from the personalized settlement notice they received in the mail or via email.
Payout options
The settlement administrator will mail checks to the address class members provide on their claim form. Class members must cash their checks within 120 days of issuance.
Settlement fund breakdown
The settlement fund of $1,409,027.25 to $2,137,500 will cover:
- Settlement administration costs: Up to $35,000
- Attorneys' fees: Up to $600,000
- Attorneys' expenses: Up to $16,750
- Service award to class representative: $20,000
- Payments to eligible class members: The remainder of the fund
Important dates
- Deadline to file a claim: Sept. 8, 2026
- Deadline to request exclusion: Sept. 8, 2026
- Final approval (fairness) hearing: Oct. 23, 2026
When is the T-Mobile pay transparency settlement payout date?
The settlement administrator will distribute payments after the court resolves any appeals and grants final approval of the settlement.
Why did this class action settlement happen?
The class action lawsuit claimed T-Mobile USA Inc. and related entities allegedly failed to include required wage, salary and benefits information in job postings for positions in Washington state as required by state law (RCW 49.58.110).
The company denies any wrongdoing, but both sides agreed to settle to avoid the risks and costs of continued litigation and to provide compensation to affected applicants sooner.
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