Washington Employment Labor Law Overview 2025 Deputy

Bonisiwe Shabane

-Nov 2, 2025, 3:18 PM

washington employment labor law overview 2025 deputy

Staying compliant with ever-changing labor laws is complex, but with Deputy, it’s effortless.Book a demo today to find out how. Minimum wage is the lowest hourly rate that employers are legally obligated to pay employees. The federal minimum wage is a wage baseline, but different states, cities, and regions can adopt their own rates. Cities that have a higher minimum wage effective January 1st, 2025: Burien: $21.16 for large "level 1 employers", $20.16 for midsize "level 2" employers Renton: $20.90 for large employers (more than 500 employees worldwide), $18.90 for mid-size employers (15-500 employees)

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) EHB 1747 significantly expanded Washington’s Fair Chance Act to provide additional protections for applicants and employees. On July 1, 2026, this new law will apply to employers with 15 or more employees. On January 1, 2027, this law will more broadly apply to employers with fewer than 15 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. Washington lawmakers closed out the 2024–2025 legislative session with a series of bills that directly affect employers operating in the state. The new legislation touches nearly every stage of the employment lifecycle, from job postings and background checks to layoff procedures and personnel file access. The following measures have been passed by the Washington State Legislature and, with the exception of SB 5408, have already been signed into law by Governor Bob Ferguson. SB 5408, which refines Washington’s pay transparency law, is expected to be signed by May 20, 2025. Employers should review the legislation closely and begin preparing for the effective dates ahead.

Washington’s Fair Chance Act has been significantly amended through HB 1747, imposing new requirements on employers that consider criminal history in employment decisions. The law prohibits policies that categorically exclude individuals based on conviction type, such as blanket bans on all felonies, and instead requires employers to assess the relevance of a conviction on a case-by-case basis. To proceed with an adverse employment decision based on criminal history, employers must now demonstrate a legitimate business reason for doing so. This includes assessing and documenting how the conviction impacts the specific role. Relevant factors include: Several new employment laws were passed during the recent Washington legislative session that will go into effect on July 27, 2025.

Below is a summary of the key updates. I. Personnel Records Requirements and Written Discharge Statements House Bill 1308 was passed, imposing new legal requirements on employers when providing personnel files to current and former employees. It also, for the first time, statutorily defines what records must be included in an employee’s personnel file. A personnel file is now statutorily defined to include the following:

Effective July 27, 2025, upon request from an employee or former employee, employers must produce a copy of an employee’s personnel file within 21 calendar days. A “former employee” is one who separated from the employer within three years of the date of the request. Under the Americans with Disabilities Act (ADA), employee medical documents must be stored in a confidential file separate from personnel files. This requirement remains intact; however, when an employee requests a personnel file, the employer must produce the employee’s medical file. Payroll records are now included as part of the personnel file. Many employers elect to store payroll records electronically and not in a personnel file.

As a result of this new law, payroll records must be produced as part of the employee’s personnel file when requested. Several key bills passed during the recent Washington legislative session that will significantly impact Washington employers. These include, among others: (1) the creation of a new Washington mini-WARN Act; (2) updates to the Paid Family Medical Leave program that broaden job restoration rights and alter benefits continuation rights; (3) updates to Washington's pay transparency rules that grant employers temporary reprieve from liability for job postings;

(4) an expansion of pregnancy and lactation-related protections under the Healthy Starts Act; As 2025 approaches, employers in Washington must prepare for several significant updates to employment laws. Staying ahead of these changes is crucial for compliance and ensuring smooth operations. Below are the key areas to focus on, along with space to link official resources for detailed information: Starting January 1, 2025, Washington’s state minimum wage will increase to $16.66 per hour. This change applies to all non-exempt employees statewide, but employers in Seattle and SeaTac should be mindful of potentially higher local minimum wage ordinances.

Adjust payroll systems and budget projections accordingly to reflect the increase. More information about the minimum wage is available on L&I's website The enforceability of non-compete agreements will be updated in 2025. The annual earnings thresholds will rise to: Employers should evaluate existing non-compete agreements to ensure compliance with these new limits. Agreements that do not meet the updated thresholds may be deemed unenforceable under state law.

The Washington State Legislature has enacted a broad package of labor and employment laws that will significantly impact employers with workers in the state. Many of these changes take effect in July 2025 and will require prompt action by businesses to remain compliant. Join Leah Lively and Alexandra Shulman as they break down the most critical updates, including expanded employer obligations and entirely new compliance requirements. This webinar will provide practical guidance on reviewing and updating workplace policies, as well as preparing HR teams and managers through required training initiatives. Whether you’re in HR, legal, or executive leadership, this is a must-attend session to ensure your organization is ready for what’s ahead.

Washington Employment Labor Law Overview 2025 Deputy

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