Key Takeaways

  • Washington’s 2025 minimum wage is $16.28 statewide, with higher rates in cities like Seattle and SeaTac.
  • Employers must provide predictable scheduling for certain retail and food service workers.
  • Paid sick leave and protected leave accommodations are required under state law.
  • Break and overtime regulations extend to agricultural and domestic workers.
  • New laws require salary transparency and protect off-duty cannabis use.
  • Employers must provide reasonable pregnancy accommodations and pay transparency.

Washington State Labor Laws

Washington State labor laws require employers to provide employees a paid rest break. It is important for all employees to know and recognize these laws. Getting to know these rules and regulations can be very beneficial in the long run.

Minimum Wage

The minimum wage law in the State of Washington is currently $11.00. Businesses must pay this amount regardless of what type of business is being operated. Further, if the employee is a tipped worker or works on commission, other rules apply.

Minimum Wage Updates for 2025

As of January 1, 2025, the standard statewide minimum wage in Washington is $16.28 per hour. However, several local jurisdictions enforce higher rates. For example:

  • Seattle: $19.97/hour for large employers (501+ employees); smaller employers must meet this rate or contribute to medical benefits.
  • SeaTac: $19.71/hour for hospitality and transportation workers.

Employers should confirm rates based on location and employee classification to ensure compliance with local ordinances.

Overtime

Washington employment laws require a business to pay extra compensation to employees at a rate of 1½ times the worker's standard rate of pay for all hours worked in excess of 40 hours in a week's worth of work.

Meals and Breaks

Washington work laws require businesses to give employees a paid rest break. No less than 10 minutes for every four hours worked. This is in addition to the typical lunch period, in which an employee is allowed at least 30 minutes for every five hours worked. Employers can choose to provide additional time if they see fit. Therefore, for example, an employee may be given an hour lunch period as well as additional 10 minute rest periods for a typical eight hour working day.

Schedule

"Hours worked" alludes to all hours in which the employee is approved by the business to work. Therefore, if an employee is scheduled to work from 9 a.m. until 6 p.m., that schedule must be adhered to. Further, the meals and breaks must be provided to the employee as required by the state.  

Predictive Scheduling Requirements

Under Washington's Secure Scheduling Ordinance (applicable in Seattle for retail and food services with 500+ employees worldwide), employers must:

  • Provide written schedules 14 days in advance.
  • Pay additional compensation for last-minute changes.
  • Offer available hours to existing employees before hiring new ones.

These requirements aim to promote fair scheduling practices and work-life balance.

Vacation Leave

It is up to the employer to provide vacation time, either paid or unpaid. There are no such rules governed by the State of Washington that require an employer to provide vacation days. However, holiday leave has different rules that apply.

A business generally offers some sort of vacation pay, as most employees would not want to work for a company that provides no PTO time at all. But you’ll want to enter the employer-employee relationship knowing how much vacation time you will be receiving.  

Sick Leave

Washington law does not require that businesses provide sick leave benefits. However, on Jan. 1, 2018, all businesses will be required to give paid leave to employees who work in Washington.

Paid Sick Leave Requirements

Washington mandates that all employers provide paid sick leave. Employees accrue at least 1 hour of paid sick leave for every 40 hours worked, and unused hours may carry over to the next year (up to 40 hours unless the employer allows more). Sick leave can be used for:

  • Personal or family illness or injury
  • Preventive care appointments
  • Closure of the workplace or child’s school due to health emergencies
  • Domestic violence situations

Employers must provide employees with regular updates on accrued leave balances.

Holiday Leave

Washington law does not require private businesses to pay for holiday time off. With that being said, most employers do in fact pay for such holidays. Further, a private business is not forced into paying employees time and a half for working on holidays, as the ordinary hourly rate is acceptable.  

Jury Duty Leave

A business is not required to pay an employee for time spent on jury duty leave. But most employers do in fact cover this.

Voting Leave

Washington law requires a business to offer up to two hours of time for employees to vote in any given election. Therefore, all employees should be given two hours (at the most) for visiting their local voting polls to vote.

Leave for Public Duties and Protections

Washington employees are entitled to the following additional leave protections:

  • Crime Victim Leave: Time off for victims or family members to attend court proceedings.
  • Military Leave: Up to 21 days of unpaid leave each year for military training or duties.
  • Civil Air Patrol Leave: Employees volunteering with the Civil Air Patrol may take leave during state emergencies.

Employers cannot retaliate against employees for using these types of leave.

Bereavement Leave

Washington law does not require businesses to offer bereavement leave. However, most employers do in fact offer some kind of bereavement leave depending on the relationship of the deceased to the employee. For example, a lot of businesses offer a week or two of off-time for the loss of an immediate family member whereas the loss of a cousin or friend may only allow for two bereavement days.

Severance Pay

Washington work laws don't expect businesses to furnish employees with severance pay. If a business gives severance benefits, it must consent to the terms of the employment contract.

All of these are important considerations when considering a new employer, or alternatively, an important consideration for all Washington employers to keep in mind when operating their businesses. While the laws don’t require that employers abide by most of these items, i.e., vacation leave, sick pay, etc., almost all employers do in fact offer some kind of:

  • Vacation pay
  • Sick time off
  • Bereavement leave
  • Severance pay

It is important that, if you are a potential new employee, you are aware of all of the benefits and drawbacks of being employed with that specific company. If you are an employer, you must ensure that you abide by the state laws in terms of labor and employment.

Wage Transparency and Equal Pay

Washington law requires employers with 15 or more employees to disclose wage scales or salary ranges in job postings. This wage transparency measure promotes pay equity and helps applicants make informed decisions.

Additionally, Washington’s Equal Pay and Opportunities Act bars wage discrimination based on gender and prohibits retaliation against employees who discuss or inquire about wages.

Workplace Discrimination and Cannabis Use Protections

Effective 2024, Washington law prohibits employers from discriminating against job applicants based on off-duty cannabis use or nonpsychoactive cannabis test results. Exceptions apply for certain safety-sensitive positions and federal contractors.

This protection reflects the state's broader commitment to fairness in hiring practices and personal privacy.

Frequently Asked Questions

1. What is the current minimum wage in Washington State for 2025? The statewide minimum wage is $16.28/hour. Cities like Seattle and SeaTac have higher local rates.

2. Are employers required to provide paid sick leave in Washington? Yes. Workers accrue at least 1 hour of paid sick leave for every 40 hours worked.

3. Is predictive scheduling required in Washington? Yes, in certain cities like Seattle for large retail and food service employers.

4. Do employers need to disclose salaries in job ads? Yes. Employers with 15+ workers must include wage scales or salary ranges in job postings.

5. Can I be denied a job for using cannabis off-duty? In most cases, no. As of 2024, Washington law prohibits hiring discrimination based on off-duty cannabis use.

If you need assistance with Washington State Labor Laws, you can post your legal need on UpCounsel’s marketplace. UpCounsel receives merely the top 5 percent of attorneys to its site. Attorneys on UpCounsel come from law schools all over the nation.