Important Changes To Washington State Employment Law Reviewed

Bonisiwe Shabane

-Nov 2, 2025, 3:18 PM

important changes to washington state employment law reviewed

Washington State continues to lead in progressive employment legislation with a number of new laws set to take effect in the coming months. These changes span a wide range of employment issues — from wage transparency and personnel records to expanded protections for vulnerable workers. Below are some of the most significant bills by effective date. With a wide range of employment-related laws taking effect in Washington between July and September 2025, employers should begin preparing now to ensure full compliance. This includes reviewing and updating hiring practices to align with new restrictions on criminal background checks and wage transparency requirements. Employers should also revise internal policies and training materials to reflect expanded anti-discrimination protections and new entitlements related to leave and personnel-file access.

Taking these steps in advance will help organizations navigate the upcoming changes smoothly and reduce the risk of noncompliance. If you have any questions regarding the new laws discussed above, please reach out to the Jackson Lewis attorneys with whom you regularly consult or the authors. ©2025 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.

This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome. Focused on employment and labor law since 1958, Jackson Lewis P.C.’s 1,000+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged and stable, and share our clients’ goals to emphasize belonging and respect for the contributions of... For more information, visit https://www.jacksonlewis.com. Recently, Washington State legislators passed several new and amended employment bills, which Governor Ferguson signed, enhancing protections for employees and increasing potential liability for employers.

Employers need to be aware of the following 12 laws that go into effect between July 1, 2025, and July 27, 2026. I. Amended Law Taking Effect on July 1, 2025 a. Amendment to Minimum Wage Requirements and Labor Standards, SSB 5104 Effective July 1, 2025, Washington law has been amended to protect employees from exploitation based on a worker’s immigration status.

Employers can be subject to civil penalties ranging from $1,000 to $20,000. Employers are prohibited from coercing an employee in furtherance of the employer violating wage payment, conditions of labor, or agricultural labor requirements. Employees can file a complaint with Labor & Industries within 180 days of the alleged coercive action, and this time period may be extended for “good cause.” II. Amended or New Laws Taking Effect on July 27, 2025 Employers operating in Washington State must take steps quickly to comply with a slew of new labor and employment laws passed by the Washington State Legislature during the recent session.

These new laws significantly expand the Paid Sick Leave Act, the Fair Chance Act, the Paid Family Medical Leave Act, the Equal Pay and Opportunities Act, the Domestic Violence Leave Act, and the Healthy... These laws also provide new employee protections and remedies, such as a mini-WARN Act, unemployment benefits for striking workers, access to personnel files, and limits on requiring driver’s licenses. With some laws becoming effective in July 2025, every Washington employer, HR professional, and legal adviser should prepare now. Washington employers must be prepared to update current policies and practices so they can meet their new legal obligations, some of which take effect next month. 1. Paid Sick Leave Expansion (ESHB 1875) Effective July 27, 2025, employees who are eligible for Washington Paid Sick Leave will be able to use their paid sick leave to prepare for, or participate in,...

Under the law, employers and network transportation companies must accept certain documentation or the employee’s written statement as certification that an employee is using paid sick leave for an immigration proceeding. This expansion adds to the growing list of reasons employees can use employer-mandated paid sick leave in Washington, including for employees’ own illness or injury, to care for a family member’s illness or injury,... 2. Ban the Box Expansion (EHB 1747) Effective July 27, 2025, EHB 1747 significantly expanded Washington’s Fair Chance Act to provide additional protections for applicants and employees. These changes resemble protections under the City of Seattle’s Fair Chance Employment Ordinance. Under the expansion:

3. Employer Requirements for Driving (SSB 5501) Starting July 27, 2025, unless driving is one of the essential functions of a job or is related to a legitimate business purpose for a position, it is... Under the new law, a complainant may recover statutory damages of $5,000 per violation, and the Department of Labor and Industries may recover civil penalties of up to $1,000. In anticipation of this law’s effective date, employers should carefully scrutinize any job postings or job descriptions that require a driver’s license. Employers can justify the requirement only if driving is an essential function of the position or if it is related to a legitimate business purpose for the position. Among other legislative changes (see our other recent blog posts!), the Washington State Legislature passed several assorted bills that will affect certain Washington employers, including providing striking workers with limited unemployment benefits, changes to...

Read on for a detailed breakdown of these legislative changes and what they could mean for your business. Workers for both public and private Washington employers on strike or who have been locked out will be able to receive up to six weeks of unemployment insurance benefits. The strike must generally last at least eight days (at least until the second Sunday after the first day of the strike) before the employees become eligible for benefits, followed by a one-week waiting... Consequently, strikers can begin receiving unemployment benefits 15 to 21 days after the strike begins, depending on the start date. Additionally, employees are no longer disqualified from unemployment benefits if they are locked out by their employer as a part of a multi-employer bargaining unit. If the worker subsequently receives retroactive wages for the period they received unemployment benefits, they will be required to repay the state for the benefits they receive.

An individual will also be required to repay the benefits received if a strike is later prohibited through a final judgment. Unemployment benefits paid due to striking workers will be charged to the experience rating account of the separating individual’s last employer. Employers who are already part of or who join the Washington Voluntary Contribution Program to lower their unemployment tax rates, can make voluntary contributions for benefits granted due to strikes or lockouts. If these charges make an employer eligible to make voluntary contributions under the program, then the Washington State Employment Securities Department will notify the employer of their eligibility. Most of the actionable sections of SB 5041 will take effect on January 1, 2026. This bill includes a sunset clause, requiring state lawmakers to review the policy in 2036 and decide whether to extend the law or let it expire.

By Amy Kangas Alexander and Krista Slosburg | Related Practice: Employment It was a busy legislative session for employment law in Washington State. A series of recently passed laws will impact Washington employers in the coming months. Below, we summarize what Washington employers need to know, when the changes take effect, and how they might affect your business. We recommend that employers develop a plan to update their policies and procedures this year. Washington Paid Family and Medical Leave (PFML) Expansion: Most Washington employers must soon extend job protection to employees who take Washington Paid Family and Medical Leave.

Changes start to take effect on January 1, 2026, and will be gradually phased in until January 1, 2028, depending on an employer’s size. Read here about all of Washington PFML’s new employee rights and employer notice obligations and make a plan for updating your leave policies and procedures. Hate Crime Protections: Criminal Background Checks. Beginning on July 27, 2026, employers will be more limited in how they can consider the criminal records of not only job applicants, but also existing employees. We summarize the changes to the Fair Chance Act here.

Expanded pregnancy-related accommodations. Starting January 1, 2027, employers of all sizes will need to provide paid lactation breaks and other pregnancy-related job accommodations. Read more here. If you have questions about any of these updates or would like to discuss your company's policies and procedures, please contact a member of our employment team. From new protected classes and sick leave uses to handbook-worthy WARN notices and personnel file access—here’s what HR needs to know before key 2025 and 2026 deadlines hit. Updated: June 2025 | By West Sound Workforce

As Washington’s legislative landscape evolves, HR professionals and business leaders are racing the clock to comply. Major federal and state employment law updates are here—and many take effect as soon as July 1, 2025. At West Sound Workforce, our HR professionals (not lawyers) have broken down the most important changes to help you align your employee handbook, HR policies, and internal practices—before deadlines arrive. Federal Employment Law Updates: Supreme Court Brings Clarity Many new laws recently took effect in Washington State after this year’s legislative session. We’ve highlighted four key updates for employers, listed below, to help ensure compliance and avoid potential penalties.

1. SSB 5408: ALLOWING FOR CORRECTIONS TO WAGE AND SALARY DISCLOSURES – Employers can now fix wage disclosure errors before facing penalties. Under Washington law, employers with fifteen or more employees are required to disclose the wage scale or salary range and a general description of all the benefits and other compensation offered in a job... Effective July 27, 2025, employers must be afforded an opportunity to correct a violation of the disclosure requirements before a job applicant may pursue remedies under the statute. This recent amendment states that where an employer corrects the error on a posting within five business days of receiving written notice, and contacts any third-party posting entity, when applicable, penalties may not be... 2.

SB 5525: MINI-WARN ACT – Employers with 50 or more full-time staff are now required to provide 60 days’ written notice for mass layoffs or closures. Effective July 27, 2025, employers with fifty or more full-time employees may not close their business or issue mass layoffs without providing sixty days’ written notice to affected employees. Additionally, employers who extend previously announced short-term mass layoffs beyond three months must provide notice when such an extension becomes reasonably foreseeable. A number of exceptions to the notice requirement are outlined in the statute, including the employer seeking capital that would have enabled the employer to avoid the closing or layoff, unforeseeable business circumstances, natural... Washington’s Mini-WARN Act is in addition to the federal WARN Act, so employers should check for compliance with both. Note: A version of this article first appeared on Lane Powell PC’s website (www.lanepowell.com/Our-Insights) on April 12, 2024.

Correction: This article states below that recently passed legislation SSB 5979 refined sick leave payout requirements to apply to “employers primarily engaged in site preparation for new construction (excluding residential construction) … .” That... With the exception of residential building construction employers described by North American industry classification system industry code 2361, the change applies to all construction industry employers described in North American industry classification system industry... Summer has arrived, bringing with it a wave of new employment laws. In the session that ended in March, the Washington Legislature expanded the scope of several key laws, signaling a need for swift action from employers—who will need guidance from counsel who advise them. In addition to these amendments to existing legislation, the Legislature passed a new act—the Employer Free Choice Act—prohibiting employers from requiring employees to attend mandatory captive audience meetings. The Legislature also passed a new law providing hiring and retention protections for grocery workers following a purchase or merger.

Important Changes To Washington State Employment Law Reviewed

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