Washington Employment Laws 2025 Labor Laws Guide

Home » Employment and Labor Laws » States Washington employment laws impact the daily lives of employees and employers in Washington. Residents of Washington have many questions that affect them every day regarding employment laws in Washington from wage and hour laws, hours worked laws, wage payments laws, leave laws, child labor laws, and many... Also, changes to Washington laws that affect workers and business can change regularly, so it is important to check regularly if there are any new or changed laws that impact you including Washington employment... In addition to Washington employment laws, employer must also comply with federal laws such as the Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and... And when federal laws are different from state Washington laws, usually companies must comply with the law that provides their workers the best protection.

Below we provide comprehensive information and resources to help you navigate the several different employment laws in Washington. With the information here and in the pages of this website, your more pressing Washington employment laws and labor laws questions can be answered to help you make the right decision about you and... Washington employment laws that govern wage and hour laws including: 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. Washington employment labor laws hours require employers to follow strict rules regarding minimum wage, overtime, mandatory paid breaks, and sick leave accrual, often setting higher standards than federal law. If you’re working in or running a business in the Evergreen State, you must pay non-exempt employees 1.5 times their regular rate for any time worked over 40 hours in a seven-day week, provide... Plus, the state’s minimum wage is going up again in 2025! Here’s a quick-hit summary of the most critical Washington State employment labor laws you need to know for 2025:

Navigating all these different rules can feel like trying to solve a puzzle with a ticking clock, especially if you have a team that crosses city limits or includes both hourly and salaried staff. If you’re an employer dealing with payroll and compliance across multiple locations, you know how complicated things get when you have to track local minimum wage rates and different overtime exemption thresholds. That’s exactly why you need a reliable system to keep your payroll on the straight and narrow, no matter where your team is working! Get compliant with confidence and handle all your global payroll needs easily by checking out our trusted partner’s system right here: One of the first things people ask about Washington is, “What’s the minimum wage?” And it’s one of the highest in the entire country. The state is committed to annual increases tied to inflation, so it goes up every January 1st like clockwork.

Starting January 1, 2025, the standard minimum wage for workers aged 16 and older across Washington State jumps up to $16.66 per hour. 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 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; 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) Kate holds degrees in law and business management, combined with 8+ years’ experience as a human rights lawyer. She has strong knowledge of business and commercial legal structures regarding the rights and responsibilities of both employees and employers, and as a nascent writer has focused on small business management and freelancing. As of January 1, 2025, Washington’s minimum wage is $16.66 per hour. The state minimum wage applies to most employers and employees with some exceptions, including workers aged 14 to 15. The Minimum Wage Act also lists various exemptions, including:

If approved, employers can pay a subminimum wage to the following workers: The Department of Labor and Industries (L&I) adjusts the state minimum wage annually to reflect cost-of-living increases. New minimum wages are announced on September 30 each year. 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. Home / Blog / Employment and labor laws / Washington employment and labor laws 2025

Guide to Washington employment & labor laws covering wages, leave, safety, and compliance tips for HR and employers. Washington State’s dynamic economy spans tech in Seattle, aerospace in Snohomish County, and agriculture in the Yakima Valley, powering a workforce of more than 3.5 million employees. In 2024, the state recorded a 4.1% job growth rate, outpacing the national average, and the Department of Labor & Industries (L&I) handled over 8,000 wage and safety complaints. Known for some of the most progressive labor protections in the U.S., Washington sets standards on wages, paid leave, workplace safety, and anti-discrimination that exceed federal requirements.

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