Washington State Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025

Employees earn 1 hour of paid sick leave for every 40 hours worked. There is no cap on how much leave can be accrued.

• Washington’s Paid Sick Leave policy applies to most employees in the state, providing protection for workers who need to take time off due to personal or family health issues.
• Carryover: Unused sick leave balances carry over into the next year, but employers can limit carryover to 40 hours annually​
• Effective January 1, 2025, Washington’s paid sick leave law will expand the definition of “family member” to include individuals residing in the employee’s home, as well as allowing leave for emergencies, not just health-related reasons, when a child’s school or place of care closes​

Washington offers a state-level Paid Family and Medical Leave (PFML) in addition to the federal Family and Medical Leave Act (FMLA).

• Eligibility: Employees who have worked at least 820 hours in the past year are eligible.
• Coverage: The PFML provides up to 12 weeks of paid leave for personal illness, caregiving for a family member, bonding with a new child, or military-related events. This can be extended to 16 weeks for combined medical and family leave, or up to 18 weeks in cases of pregnancy-related complications.
• Payment: Benefits are a percentage of the employee’s average weekly wage, capped at $1,542 per week starting in 2025

Washington does not mandate bereavement leave. However, some employers provide it as part of their company policy. Washington’s PFML law includes bereavement for stillbirth or the death of a child within the first year of birth​.

Parental leave falls under the state’s PFML program. Employees can use up to 12 weeks to bond with a newborn or newly adopted child. The leave can be extended to 18 weeks in cases of pregnancy-related complications​.

In Washington, pregnancy-related disabilities are covered under the state’s disability discrimination laws, ensuring women are entitled to unpaid leave for the period they are physically unable to work. They may also qualify for PFML benefits.

Employers in Washington are not required to provide paid holiday leave. It is at the discretion of the employer whether to offer holidays such as Christmas, Thanksgiving, or other national holidays as paid days off​.

Vacation leave policies are not mandated by Washington law and are left to the employer’s discretion. If offered, vacation accrual and usage should follow the company’s specific policy.

Washington law does not specifically mandate school leave for parents attending school-related activities. However, some employers may include such provisions in their policies.

Washington law does not have specific emergency leave provisions. However, employees may use their accrued sick or vacation leave in case of emergencies depending on the employer’s policy.

Under the Washington Military Family Leave Act, employees whose spouse is called to active duty during military conflict are entitled to up to 15 days of job-protected leave. This leave can be taken before or during the spouse’s deployment.

• Employee Eligibility: Must work an average of 20 or more hours per week.
• Timing: Leave must be taken prior to or during the deployment period.
• Use of Leave: Employees may use any combination of accrued paid leave or unpaid leave.
• Notice Requirement: Employees must notify their employer within five business days of receiving the deployment notice.

Washington does not have a state mandate for volunteering leave, though some employers may provide paid or unpaid time off for volunteering activities.

Administrative leave refers to time off given for administrative reasons, typically paid but sometimes unpaid. Washington law does not regulate administrative leave; it is usually governed by employer policies.

Washington does not require employers to provide time off for voting. However, the state conducts all elections by mail, giving workers flexibility to vote at their convenience.

Employers in Washington are required to provide unpaid leave for employees summoned to jury duty. Employees cannot be penalized or fired for attending jury service.

Washington law does not have specific requirements for organ or bone marrow donation leave. However, federal laws may provide protections, and some employers may offer paid or unpaid leave for this purpose​.

There is no Washington state law mandating leave for blood donations, though employers may choose to offer such leave

Employees called to testify as a witness in court are entitled to unpaid leave under Washington law. As with jury duty, employers cannot penalize workers for complying with a subpoena.

Under Washington State Law, employees who are victims of domestic violence, sexual assault, or stalking—or whose family members are victims—are entitled to take a reasonable amount of leave to recover from and cope with the effects of such violence.

While the law requires the leave to be provided, the employer determines whether it is paid or unpaid based on the employee’s accrued leave balances. Employees can use accrued paid leave (e.g., vacation, sick leave) or unpaid leave as needed.

In Washington state, the minimum wage is set at $16.66 per hour for 2024. Most employers are required to pay at least this rate to their employees, but some cities and localities have established higher minimum wages to account for the cost of living in those areas.

The higher local minimum wage rates must be honored if they exceed the state rate.

Local Minimum Wage Rates.

• Bellingham: $17.28 per hour – Bellingham has set a higher local minimum wage than the state rate, ensuring that workers earn more based on local living costs.
• Seattle: $19.97 per hour – As Washington’s largest city, Seattle’s minimum wage reflects its high cost of living. This rate applies across all sectors.
• SeaTac: $19.71 per hour – Primarily applies to hospitality and transportation workers within the city.
• Tukwila: $20.29 per hour – The highest minimum wage among Washington localities, designed to support workers in this city.
• Renton: Effective July 1, 2024, small to medium employers must pay a minimum wage of $18.29 per hour, and large employers must pay $20.29 per hour.
• For employees in unincorporated King County, the minimum wage will rise to $20.29 per hour on January 1, 2025.

Employers may apply for a sub-minimum wage certificate for specific categories:

• Minors (14-15 years old): Can be paid 85% of the minimum wage due to their limited work experience.
• Student Workers and Student Learners: Can be paid 75% of the minimum wage if employed as part of educational programs​.
• Workers with Disabilities: May be paid a sub-minimum wage based on their productivity levels under specific conditions​.

While most workers in Washington are entitled to the minimum wage, there are specific exemptions for certain categories of employees:

• Youth Workers: Employees aged 14 or 15 can be paid 85% of the state’s minimum wage. 
• Exempt Professionals: Some professionals, such as executive, administrative, and professional employees, as well as outside salespeople, are exempt from both minimum wage and overtime requirements under specific conditions. To qualify, they must meet certain salary and job duty requirements.
  
• Disabled Workers: Employers can apply for a special certificate through the Department of Labor and Industries (L&I) to pay workers with disabilities less than the minimum wage if certain conditions are met​.

Washington is an at-will employment state, meaning that employers can terminate employees at any time for any legal reason, and employees can also leave their jobs without cause or notice.

• Exceptions: There are exceptions to this rule, such as when an employment contract exists or when termination violates anti-discrimination laws or public policy

No Right-to-Work Law: Washington is not a “right-to-work” state, meaning union membership and dues can be required as a condition of employment in unionized workplaces.

• Background Checks: Employers are allowed to conduct background checks, but they must comply with the Fair Credit Reporting Act (FCRA) and Washington’s state laws, which limit how and when certain criminal records can be used in hiring decisions.
• Ban-the-Box: Washington law prohibits employers from asking about criminal records on initial job applications (except for certain positions).
• Drug Testing: Employers may conduct drug testing, but they must follow specific procedures. Additionally, cannabis use during non-work hours cannot be a basis for refusing to hire an applicant​

Anti-Discrimination: Washington’s anti-discrimination laws ensure that all applicants and employees receive equal treatment regardless of race, color, religion, sex, age, national origin, disability, or other protected characteristics.