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Washington Employment Law: Complete Guide to Worker Rights (2025)

Washington is a worker-friendly state with strong employment protections that exceed federal minimums in many areas. As a progressive West Coast state with 7.8 million residents, Washington provides robust worker rights through the Washington Law Against Discrimination (WLAD), state minimum wage ($16.28/hour in 2025), paid family and medical leave, and comprehensive wage and hour protections.

Whether you work in Seattle, Spokane, Tacoma, or Washington’s smaller communities, understanding your employment rights under state law helps you recognize when violations occur and take appropriate action.

Washington Employment Law Overview

What Makes Washington Different

Washington provides significantly stronger worker protections than most states:

Washington provides:

  • ✅ Washington Law Against Discrimination (WLAD) – Covers employers with 8+ employees
  • ✅ High minimum wage ($16.28/hour in 2025, indexed annually)
  • ✅ No tip credit allowed – Tipped workers get full minimum wage before tips
  • ✅ Paid Family and Medical Leave – Up to 12-18 weeks paid leave at 90% wage replacement
  • ✅ Mandatory meal and rest breaks – 30-minute meal, two 10-minute rest breaks
  • ✅ Equal Pay and Opportunities Act – Strong pay equity protections
  • ✅ Wage transparency requirements – Salary disclosure in job postings
  • ✅ Seattle-specific protections – Additional city ordinances
  • ✅ Public policy exception to at-will employment

Washington does NOT have:

  • ❌ State discrimination law covering very small employers (WLAD requires 8+, though better than federal 15+)
  • ❌ Unlimited damages under WLAD (some statutory caps apply, unlike California FEHA)

At-Will Employment in Washington

Washington is an at-will employment state, meaning:

  • Employers can fire you for any lawful reason or no reason
  • You can quit at any time without notice
  • No advance notice required for termination (unless contract specifies)

Exceptions to at-will:

  • Illegal discrimination (WLAD, federal law)
  • Retaliation for protected activities
  • Public policy violations (moderate to broad scope)
  • Breach of employment contract
  • Specific statutory protections (whistleblowing, wage complaints, leave)

Washington’s public policy exception: Washington courts recognize wrongful termination for violations of public policy more readily than many states.

Key Washington Employment Topics

Wrongful Termination in Washington

Washington recognizes wrongful termination when firing violates specific laws or public policy:

Primary protections:

  • Washington Law Against Discrimination (WLAD) violations (employers with 8+ employees)
  • Retaliation for protected activities (WLAD complaints, wage claims, leave requests)
  • Public policy violations (refusing illegal acts, exercising statutory rights)
  • Breach of contract (if you have written employment agreement)

Public policy protection: Washington recognizes termination as wrongful if it violates “clear mandate of public policy” established by constitution, statute, or regulation.

Learn more: Washington Wrongful Termination Laws

Workplace Discrimination in Washington

The Washington Law Against Discrimination (WLAD) provides strong state anti-discrimination protections:

Protected characteristics:

  • Race, creed, color
  • National origin, ancestry
  • Sex (including pregnancy, sexual orientation, gender identity, gender expression)
  • Age (40+)
  • Marital status
  • Disability (physical, mental, sensory)
  • Veteran or military status
  • Use of service animal
  • Genetic information
  • HIV/AIDS status
  • Hepatitis C status

Covered employers: 8 or more employees

Key advantages:

  • WLAD covers employers with 8+ employees (federal Title VII requires 15+)
  • Broader protected classes than federal law (marital status, HIV/AIDS, hepatitis C)
  • More generous remedies than some states

Filing agency: Washington State Human Rights Commission (WSHRC)

Also protected by federal law: Title VII, ADA, ADEA (15-20+ employee thresholds)

Learn more: Washington Workplace Discrimination Laws

Washington Wage and Hour Laws

Washington provides strong wage protections exceeding federal law:

Minimum Wage

2025 Washington minimum wage: $16.28/hour (adjusted annually for CPI)

Annual increases: Indexed to inflation each January 1

Seattle minimum wage: $19.97/hour (2025, for large employers 501+)

  • Varies by employer size and benefits provided
  • Higher than state minimum

No tip credit: Washington prohibits tip credits—tipped workers receive full minimum wage before tips (major advantage over most states)

Example: Server in Seattle works 40 hours, earns $200 in tips.

  • Washington: $19.97 × 40 = $798.80 wages + $200 tips = $998.80 total
  • Texas (tip credit state): $2.13 × 40 = $85.20 wages + $200 tips = $285.20 total
  • Difference: Washington server earns $713.60 more for same work and tips

Overtime

Washington overtime law:

  • 1.5× regular rate for hours over 40 per week
  • Follows federal FLSA generally but with stricter enforcement

Meal and Rest Breaks

Washington REQUIRES breaks (unlike most states):

Meal breaks:

  • 30-minute unpaid meal break for shifts over 5 hours
  • Must be provided no later than 5 hours into shift
  • Additional 30-minute meal break for shifts over 11 hours

Rest breaks:

  • 10-minute paid rest break for every 4 hours worked
  • Two 10-minute breaks for 8-hour shift
  • Must be in middle of work period (not at beginning or end)

Minors: Additional break requirements for workers under 18

Violations: Employers must pay additional hour of wages for denied breaks

Learn more: Washington Minimum Wage Laws

Paid Family and Medical Leave

Washington Paid Family and Medical Leave (WA Paid Leave) – one of nation’s strongest programs:

Coverage and Eligibility

Covered employers: All Washington employers (program is state-run)

Eligible employees: Worked at least 820 hours in qualifying period

No employer size threshold: Unlike federal FMLA (50+ employees), WA Paid Leave covers all employers

Amount and Duration of Leave

Family leave: Up to 12 weeks per year

  • Bonding with new child
  • Care for family member with serious health condition
  • Military exigency

Medical leave: Up to 12 weeks per year

  • Your own serious health condition
  • Pregnancy disability

Combined maximum: Generally 16 weeks (family + medical), up to 18 weeks for pregnancy complications

Wage replacement: 90% of wages up to weekly cap (sliding scale based on income)

Example: You earn $60,000/year ($1,154/week). You take 12 weeks of medical leave for surgery. You receive approximately 90% wage replacement = ~$1,039/week for 12 weeks = ~$12,468 (most of your salary replaced while on leave).

Premium-funded: Employees and employers share premium cost (approximately 0.6% of wages)

Key Advantages Over Federal FMLA

Feature WA Paid Leave Federal FMLA
Employer size All employers 50+ at worksite
Paid or unpaid Paid (90% wages) ✅ Unpaid
Employee eligibility 820 hours worked 1,250 hours + 12 months
Duration Up to 18 weeks 12 weeks

Learn more: Washington Paid Family and Medical Leave

Sexual Harassment Laws

Washington prohibits sexual harassment under state and federal law:

Washington Law Against Discrimination prohibits:

  • Quid pro quo harassment (job benefits conditioned on sexual favors)
  • Hostile work environment
  • Third-party harassment (customers, clients)
  • Applies to employers with 8+ employees

Federal Title VII: Also prohibits sexual harassment (15+ employees)

Filing: Washington State Human Rights Commission (WSHRC) or EEOC

Remedies: Compensatory damages, back pay, front pay, attorney’s fees

Learn more: Washington Sexual Harassment Laws

Workplace Retaliation

Washington protects employees from retaliation:

Washington Law Against Discrimination retaliation:

  • Filing discrimination complaint
  • Opposing discrimination
  • Participating in WSHRC investigation

Wage complaint retaliation:

  • Filing wage complaint with L&I
  • Discussing wages with coworkers (protected under Washington Equal Pay Act)

Paid Leave retaliation:

  • Requesting or taking WA Paid Leave
  • Filing complaint about leave denial

Federal retaliation protections:

  • Title VII, FMLA, FLSA, OSHA, NLRA

Workers’ compensation retaliation: Washington statutory protection

Learn more: Washington Workplace Retaliation Laws

Employment Contracts

Washington recognizes employment contracts but presumes at-will employment:

Common agreements:

  • Non-compete agreements – Enforceable if reasonable (Washington has restrictions favoring workers)
  • Non-disclosure agreements (NDAs) – Generally enforceable with limitations
  • Severance agreements – Can waive claims with proper consideration
  • Arbitration agreements – Generally enforceable

Washington non-compete reform (2020): Significant restrictions on non-competes

  • Must earn more than $116,593/year (2025 threshold, adjusted annually)
  • Cannot enforce against employees earning less
  • Must disclose before job offer accepted

Learn more: Washington Employment Contracts

Seattle-Specific Employment Laws

Seattle has enacted several employment laws beyond state requirements:

Seattle Minimum Wage

Higher minimum wage than state:

  • Large employers (501+ employees): $19.97/hour (2025)
  • Small employers (1-500 employees): $17.25/hour if no medical benefits; $19.97 if medical benefits provided

Annual increases: Indexed to CPI

Seattle Paid Sick and Safe Time

More generous than state requirement:

  • 1 hour accrued per 40 hours worked (similar to state, but Seattle enacted first)
  • Use for illness, medical care, domestic violence, sexual assault services

Seattle Secure Scheduling Ordinance

Predictable scheduling for certain industries:

Covered: Large retail and food service employers

Requirements:

  • 14 days advance notice of schedules
  • Premium pay for schedule changes within 14 days
  • Right to rest between shifts (10 hours)
  • “Good faith estimate” of work schedule at hiring

Example: You work retail in Seattle. Employer changes your schedule with only 3 days’ notice. You’re entitled to premium pay ($20-$40 per shift depending on notice) for short-notice schedule change.

Filing Complaints and Claims in Washington

Washington State Human Rights Commission (WSHRC)

For discrimination and harassment claims:

  • File within: 1 year (365 days) of discriminatory act for WSHRC
  • Olympia: 360-753-6770
  • Website: hum.wa.gov

Process:

  1. File complaint with WSHRC (or EEOC—work-sharing agreement)
  2. WSHRC investigates
  3. If no resolution, mediation or administrative hearing
  4. Can also file lawsuit in court

Can dual-file: WSHRC and EEOC charges simultaneously

Washington Department of Labor & Industries (L&I)

For wage and hour violations:

Handles:

  • Unpaid minimum wage or overtime
  • Denied meal or rest breaks
  • Final paycheck issues
  • Prevailing wage violations

Washington Paid Family and Medical Leave

For leave denials or retaliation:

EEOC (Federal Discrimination Claims)

Seattle EEOC Office:

  • Address: Federal Office Building, 909 First Avenue, Suite 400, Seattle, WA 98104
  • Phone: 1-800-669-4000 or 206-220-6883

File within: 300 days of discrimination

U.S. Department of Labor (Federal Wage/Leave Claims)

For FMLA violations and federal wage issues:

  • Phone: 1-866-487-9243
  • Seattle: 206-398-8039

Statute of Limitations in Washington

Act quickly – strict deadlines apply:

Claim Type Deadline Notes
WSHRC complaint 1 year (365 days) From discriminatory act
EEOC charge 300 days Washington is deferral state
Wage claims (L&I) 3 years For unpaid wages, overtime
Breach of written contract 6 years From breach date
Wrongful termination 3 years Personal injury statute
FMLA violations 2-3 years 3 years if willful
WA Paid Leave violations 3 years File with Employment Security Dept

Missing these deadlines usually destroys your claim.

Common Employment Law Questions in Washington

Can I be fired for no reason in Washington?

Yes. Washington is at-will, so employers can fire you without reason as long as the real reason isn’t illegal (discrimination, retaliation, public policy violation, etc.).

Does Washington require severance pay?

No. Washington doesn’t require severance unless:

  • You have a written contract requiring it
  • Company policy promises it
  • Part of mass layoff settlement (WARN Act may apply)

Are non-compete agreements enforceable in Washington?

Only for high earners. Washington restricts non-competes:

  • Cannot enforce against employees earning less than $116,593/year (2025 threshold, adjusted annually for inflation)
  • Must be disclosed in writing before job offer accepted
  • Courts scrutinize heavily even when permitted

This is much more worker-friendly than most states.

When must I receive my final paycheck in Washington?

Next regular payday. Washington law requires final wages be paid by the next regularly scheduled payday.

Can my employer deny me meal breaks?

No. Washington requires:

  • 30-minute meal break for shifts over 5 hours
  • 10-minute paid rest breaks for every 4 hours worked

Violation: Employer must pay you additional hour of wages for each denied break.

Am I entitled to paid sick leave in Washington?

Yes. Washington requires all employers to provide paid sick leave:

  • 1 hour accrued per 40 hours worked
  • Can use for own illness, family care, safe leave
  • Carries over year to year

Am I entitled to paid family leave in Washington?

Yes. Washington Paid Family and Medical Leave provides:

  • Up to 12-18 weeks paid leave at 90% wage replacement
  • All employers covered (no size threshold)
  • Much more generous than federal unpaid FMLA

What’s Washington’s minimum wage?

$16.28/hour (2025 state minimum, adjusted annually for inflation)

Seattle: $17.25-$19.97/hour depending on employer size

No tip credit: Tipped workers receive full minimum wage before tips.

Resources for Washington Workers

State Agencies

Washington State Human Rights Commission (WSHRC):

  • Discrimination and harassment
  • Phone: 360-753-6770 or 1-800-233-3247
  • Website: hum.wa.gov

Washington Department of Labor & Industries (L&I):

  • Wage and hour violations
  • Phone: 1-866-219-7321
  • Website: lni.wa.gov

Employment Security Department – Paid Family and Medical Leave:

Washington State Attorney General – Worker Protection Unit:

  • Wage theft, worker protection
  • Phone: 1-833-660-4877
  • Website: atg.wa.gov

Federal Agencies

EEOC – Seattle Field Office:

  • Address: 909 First Avenue, Suite 400, Seattle, WA 98104
  • Phone: 1-800-669-4000 or 206-220-6883
  • Website: eeoc.gov

U.S. Department of Labor – Seattle District Office:

Free Legal Assistance

Columbia Legal Services:

  • Phone: 1-888-201-1014
  • Website: columbialegal.org
  • Free legal help for low-income Washington workers statewide

Northwest Justice Project:

King County Bar Association Lawyer Referral Service (Seattle):

  • Phone: 206-267-7010
  • Find an employment attorney

Washington State Bar Association Lawyer Referral Service:

  • Phone: 1-800-945-9722
  • Website: wsba.org

Explore Washington Employment Law Topics

By Topic

By Worker Type

  • Tipped workers (receive full $16.28+ minimum wage, no tip credit)
  • Seattle workers (higher minimum wage, secure scheduling)
  • Part-time workers (full rights to minimum wage, breaks, paid leave)
  • Low-wage workers (protected from non-competes if earning under $116,593)

By Situation

  • Fired without reason
  • Discriminated against
  • Sexually harassed
  • Denied meal or rest breaks
  • Unpaid wages or overtime
  • Denied paid family leave
  • Retaliated against for wage complaints

Comparison: Washington vs. Other States

Washington vs. Worker-Friendly States (California)

Feature Washington California
Minimum wage $16.28 (2025) $16.00 (2025) ✅ Similar
Tip credit Banned ✅ Banned ✅
Paid family leave Yes, 90% wages ✅ Yes, 60-70% wages
Meal/rest breaks Required ✅ Required ✅
Discrimination law WLAD (8+ employees) FEHA (5+ employees) ✅
Damage caps Some caps No caps ✅

Verdict: Washington and California both very worker-friendly, with slight differences in coverage and remedies.

Washington vs. Moderate States (Ohio, Pennsylvania)

Washington advantages:

  • ✅ Much higher minimum wage ($16.28 vs OH $10.45, PA $7.25)
  • ✅ No tip credit (OH/PA allow tip credits)
  • ✅ Paid family leave (OH/PA have none)
  • ✅ Required meal and rest breaks (OH/PA have none for adults)
  • ✅ Wage transparency requirements

Washington vs. Employer-Friendly States (Georgia, Texas)

Washington advantages:

  • ✅ State discrimination law (8+ employees) vs none in GA/TX
  • ✅ $16.28 minimum wage vs $7.25 federal
  • ✅ No tip credit vs $2.13 tipped minimum in GA/TX
  • ✅ Paid family leave vs none
  • ✅ Required breaks vs none
  • ✅ Non-compete restrictions vs broad enforcement

Verdict: Washington provides dramatically stronger worker protections than employer-friendly states.

Get Help with Your Washington Employment Law Issue

Have questions about your rights under Washington employment law? Unsure if your employer violated state protections? Get a free consultation from an employment law expert who understands Washington-specific worker protections.

Washington provides strong worker protections through WLAD (8+ employees), $16.28 minimum wage, no tip credit, paid family leave (90% wages), required meal/rest breaks, and robust wage laws. Understanding which protections apply and filing deadlines (1 year for WSHRC discrimination complaints) is critical to protecting your rights.

Disclaimer: The information provided on this page is for general informational purposes only and does not constitute legal advice. Washington employment laws change frequently, and this guide may not reflect the most current legal developments. For advice specific to your situation, please consult with a licensed employment attorney in Washington. Employment Law Aid is not a law firm and does not provide legal representation.