Washington employment laws reflect a structured, employee-forward approach, pairing broad federal protections with detailed state-level requirements. From pay transparency and protected leave to workplace safety and discrimination prevention, the state’s legal framework gives employers clear guidance while reinforcing a strong standard of fairness across the workforce.
When it comes to talent and workforce management, Washington-based employers need to comply with the following state employment laws:
The below information was last updated July 21, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to US labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Washington currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Washington can pass a right-to-work law in the future if it chooses.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Washington Minimum Wage | The state of Washington uses its own minimum wage rate of $16.66 per hour, but doesn’t allow tipped minimum wages for employees who earn tips with their base pay. |
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Washington Overtime Pay Laws |
According to Wash. Rev. Code § 49.46.130, overtime pay in Washington is calculated at 1.5 times the employee’s regular pay rate for hours worked over 40 in a workweek. Special rules apply, however, to firefighters, police officers, or commissioned vehicle salespeople. |
| Washington Pay Equity Law | Under the Washington Equal Pay and Opportunities Act, public and private employers in Washington can’t discriminate in the payment of wages based on sex, regardless of whether payment is salary or piece work. The law also prohibits employers from making pre-employment salary or wage history inquiries of job applicants, and (as of January 1, 2023), employers are required to provide wage and salary information in the job posting to applicants and employees. |
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Washington Pay Transparency Law |
In May 2025, Washington amended its Equal Pay and Opportunities Act and became one of 15 states (plus Washington D.C.) to have pay transparency laws. Employers with 15 or more employees must disclose in each job posting the salary range or wage scale offered for the position, in addition to a general description of all benefits and other compensation offered for the position. |
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Washington Final Paycheck Law |
In Washington, employees who voluntarily resign from a job or are involuntarily terminated must receive their final paycheck at the end of the pay period, with limited exceptions. |
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Washington PTO Payout Laws |
Washington currently has no PTO payout laws or regulations, as it bases such decisions on an employer’s policy. It also has no regulations regarding the use of "use-it-or-lose-it" policies. |
| Washington Paid Sick Leave (PSL) | Washington currently requires employers to allow eligible employees to accrue one hour of paid, protected sick leave for every 40 hours worked under its Paid Sick Leave Act. Moreover, employers must allow employees to use their paid sick leave to care for themselves or their family members no more than 90 days after they start working. |
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Washington Paid Family and Medical Leave (PFML) |
Washington is one of over a dozen states with a PFML program. Under its Paid Family and Medical Leave Act, employers must withhold employees’ premiums from their paychecks or pay some or all of the premiums on the employee’s behalf. Employers cannot collect missed premiums in later pay periods and must inform employees about the PFML program by posting a notice in a place customarily used to post other employment-related notices. |
| Washington Maternity Leave | Washington doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Employees typically rely on a separate type of employer-provided leave, the federal Family and Medical Leave Act (FMLA), or a state-mandated PFML program to obtain maternity leave. |
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Washington Voting Leave Law |
Washington currently has no voting leave laws or regulations. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Washington, however, also adopted and imposes additional, OSHA-approved regulations that exceed those federal standards. Washington’s State OSHA Plan is overseen by the Washington State Department of Labor & Industries.
Under Washington's meal and rest break law, employers must allow employees to take a paid rest break, free from duties, of at least ten minutes for every four hours worked.
Employees must also be allowed a meal break of at least 30 minutes when they work more than five hours in a shift. The meal period must start between the second and fifth hours of the shift.
As described by the Washington Law Against Discrimination, enforced by the WA Human Rights Commission, employers in Washington are prohibited from discriminating against employees based on:
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Washington also requires employers to comply with specific anti-harassment mandates, also outlined in the Washington Law Against Discrimination. Employers must, for example, promptly investigate complaints and rectify hostile environments.
Finally, Washington also requires employees to complete training courses on harassment and discrimination prevention.
| Washington Non-Compete Agreement Laws | Washington is one of several states that limit the use of non-compete agreements. Specifically, the state’s Noncompetition Covenants govern when a non-competition agreement may be considered valid or enforceable. Washington follows the general rule that for such an agreement to be enforceable, it must be reasonable in terms of duration and geographic scope, and it must be absolutely necessary to protect the employer's business interests. However, only employees or independent contractors who earn more than the thresholds established by law can be held to non-competition agreements. If such an individual earns less than the threshold, the agreement is considered void and unenforceable under RCW §49.62.020 or §49.62.030. Note, there is currently proposed legislation in the 2025-2026 state legislative session that would prohibit non-compete agreements. |
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Washington Retirement Plan Laws |
Washington is one of a handful of states with a mandatory retirement plan law for certain employers. Note, an amended state plan called Washington Saves will go into effect in 2027. At that time, all employees 18 years or older will auto-enroll in an IRA but have the option to opt out or adjust their contribution amounts. Contributions will be collected from employee paychecks and invested on each worker’s behalf. |
| Washington Pre-Employment Inquiries Law | Washington's Fair Chance Act limits when and how employers can consider an applicant’s or employee’s criminal history. Specifically, employers must wait until after extending a conditional job offer to inquire about criminal records or conduct a background check, and may only take action based on convictions if a “legitimate business reason” exists, as supported by documented factors. |
| Washington Layoff Laws | Effective July 27, 2025, the Securing Timely Notification and Benefits for Laid-Off Employees Act requires employers with 50 or more full-time employees to provide notice of a mass layoff trigger that differs from the federal WARN Act. The Washington State Employment Security Department will be the agency responsible for enforcing the act. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
Between constantly changing employment laws and updates to the Affordable Care Act (ACA), keeping your workplace compliant can be a time-consuming and costly challenge. Eliminate the stress and stay up to date with our Compliance Dashboard. View compliance alerts and get a bird’s eye view of what you need to do to avoid fines and penalties.
