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Washington has passed several significant employment-law updates taking effect over the next two years. We’ve put together a summary to help you prepare.
Domestic Violence Leave Act Expansion (SB 5101)
Effective January 1, 2026
DVLA protections now cover employees affected by hate crimes, including online threats. Employees may take leave for legal proceedings, medical care, mental-health treatment, relocation, and safety planning.
Paid Family & Medical Leave Enhancements (HB 1213)
Effective January 1, 2026
Job protection applies after 180 days (for employers with 25+ employees).
Employers must continue health insurance during protected PFML.
Minimum claim increments drop from 8 hours to 4 hours.
Personnel File Requirements (HB 1308)
Effective July 27, 2025
Employers must provide personnel files within 21 days at no cost—with steep statutory penalties for delays. This includes former employees separated within three years.
Fair Chance Act Expansion (HB 1747)
Begins July 1, 2026 for 15+ employees; applies to all employers January 1, 2027
Criminal-history questions must be delayed until after a conditional offer.
Employers must provide written reasoning for any adverse action.
Penalties reach $15,000 per violation.
Isolated Employee Protections (HB 1524)
Effective January 1, 2026
Isolated workers must receive harassment training, and employers must provide panic buttons plus detailed documentation for L&I inspectors.
Paid Sick Leave: Immigration Proceedings (HB 1875)
Paid Sick Leave must now be allowed for employees participating in immigration-related proceedings for themselves or family members.
Unemployment Benefits During Strikes & Lockouts (HB 5041)
Effective January 1, 2026
Striking workers may receive up to six weeks of unemployment benefits after a short disqualification period; lockouts in multi-employer units have no disqualification period.
SPECIAL RATE FOR EMPLOYEE HANDBOOK REVIEWS
We are offering discounted rates for Employee Handbook reviews to update your policies in line with all Washington’s employment laws. Because the state rolls out significant changes every year, we recommend employers update their handbooks regularly to stay compliant.
IMPORTANT REMINDER: Outdated handbooks increase the risk
of employee claims and Department of Labor complaints.
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