Washington State Employment Law Key Legislative Changes Effective July

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. 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; 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. The Washington State Legislature has passed a sweeping package of labor and employment laws that will significantly impact businesses with employees working in the State of Washington. These new laws, several of which become effective in July 2025, expand existing obligations and introduce entirely new requirements for employers. The new laws will require employers to review and update their policies and to train human resources personnel (and in many cases managers) on these changes.

Buchalter is offering a free webinar to employers to discuss the changes to the laws and related best practices on July 10, 2025, at 11:00 a.m. Pacific. You can register for the webinar HERE. 1. Washington Mini-WARN Act. The federal Worker Adjustment and Retraining Notification (WARN) Act requires certain employers to provide 60 days’ advance notice of plant closures or mass layoffs.

Washington has now joined several others states in enacting its own “Mini-WARN Act.” Under the new law, private employers with 50 or more full-time employees in Washington (as opposed to 100 or more full-time employees under the federal WARN Act) must provide at least 60 calendar days’... This notice must be provided to: With the close of the 2025 Washington state legislative session, it is time to review the new employment laws and amendments that will affect businesses operating in Washington. Many of these changes take effect on July 27, 2025, while others will become effective in the new year. Employers are encouraged to consult experienced counsel regarding these updates.

Topics covered this session include: Summary: Washington’s new “mini-WARN” law requires employers with 50 or more employees to provide 60 days’ advance written notice of mass layoffs or business closures to the Washington Employment Security Department (ESD) and affected... Notice to the ESD must include names and addresses of affected employees. Employees on leave under the Washington Paid Family and Medical Leave (PFML) law are protected from mass layoffs, with limited exceptions for unforeseeable business circumstances or natural disasters. For more information, see our prior Update here. Action item: Monitor workforce reduction plans, terminations, or business closures and ensure compliance with both state and federal WARN notice requirements.

Summary: Employers may not require a valid driver’s license as a condition of employment or state in job postings that a license is required, unless driving is an essential job function or related to... Violations may result in statutory damages of $5,000 or actual damages, plus interest and attorneys’ fees. Action item: Review and update job applications, postings, descriptions, hiring procedures, handbooks, and policies for compliance. In its 2025 regular session, the Washington State Legislature passed 10 bills impacting employers that will come into effect this year. These legal changes affect compliance obligations, employee benefits, and protections against discrimination, while also providing employers some relief from stringent job posting requirements. Below is a summary of the bills and what employers need to know.

Enhanced Rights to Personnel Records (HB 1308, begins July 27, 2025) Under RCW 49.12.240, employers must allow employees to inspect their own personnel file upon request, however the statute previously did not include a definition of “personnel file.” HB 1308 adds the following definition: In addition, HB 1308 requires employers to respond to a request within 21 days—clarifying the current “reasonable period of time” requirement. A new section will be added to Chapter 49.12 RCW to create a private right of action for current or former employees to enforce the 21-day requirement. The damages escalate based on the length of the delay: $250 if the complete personnel file is not provided within 21 calendar days, $500 if it is not provided within 28 calendar days, and... The new section also creates a $500 penalty for any other violations of RCW 49.12.250(1).

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