Washington Employment Law

The Washington Law Against Discrimination (WLAD) is one of the most comprehensive anti-discrimination employment statutes in the Western United States. It prohibits employment discrimination based on race, color, creed, national origin, sex, honorably discharged veteran or military status, sexual orientation, gender identity, age (40+), disability, marital status, and use of a trained guide dog or service animal. The Act covers employers with eight or more employees. Employees may file with the Washington Human Rights Commission within 180 days or file directly in state court within 3 years.

Washington's Paid Family and Medical Leave program provides eligible employees with up to 12 weeks of paid family leave, 12 weeks of paid medical leave, or a combined total of 16 weeks (18 weeks with pregnancy complications) for qualifying reasons. The program covers all employers with one or more employees and is funded through premiums shared between employers and employees. Benefits include wage replacement and job protection.

The Washington Equal Pay and Opportunities Act prohibits employers from discriminating in compensation based on gender and requires pay transparency. All employers with one or more employees must provide equal pay for employees performing similar work. Employers with 15 or more employees must include pay ranges in job postings and disclose other compensation and benefits. The Act also prohibits employers from seeking salary history from applicants.

Effective June 7, 2018. Prohibits employers from inquiring about applicants' criminal history before initial determination of qualification. Limits use of arrests in employment decisions.

State minimum wage indexed to CPI annually. As of 2024: $16.28/hour. Overtime at 1.5x for hours over 40/week. Multiple cities (Seattle, SeaTac, Tukwila) have higher local minimums.

Washington is a state-plan OSHA jurisdiction. RCW 49.17.160 prohibits retaliation against employees for filing safety complaints, participating in inspections, or refusing imminent danger.

Effective Jan. 1, 2018. Requires all employers to provide 1 hour of paid sick leave per 40 hours worked. No accrual cap. Usable for personal/family illness, mental health, preventive care, domestic violence-related needs, business closure for public health emergencies.

Effective June 9, 2022. Voids and prohibits employment-related NDAs and non-disparagement agreements that prevent employees from disclosing illegal acts of discrimination, harassment (including sexual), retaliation, wage and hour violations, or sexual assault. Civil penalty for using void provisions.

Protects state employees who report improper governmental action. RCW 49.60.210 (within WLAD) prohibits retaliation against any employee who opposes practices forbidden by WLAD.

The Seattle Fair Employment Practices ordinance prohibits employment discrimination and covers all employers with 1 or more employees operating within the city. It provides broader protections than Washington state law by including political ideology as a protected class. The ordinance is enforced by the Seattle Office for Civil Rights.

The Seattle Fair Chance Employment Ordinance prohibits employers from inquiring about an applicant's criminal history until after an initial screening has determined the applicant is otherwise qualified. It applies to all employers with 1 or more employees and provides stronger protections than Washington state's Fair Chance Act by covering smaller employers and including additional procedural requirements.

The Seattle Secure Scheduling Ordinance requires large retail and food service employers to provide stable, predictable schedules for their employees. It applies to retail and food service establishments with 500 or more employees worldwide. Employers must provide schedules 14 days in advance and pay premium wages for last-minute schedule changes.