The Washington Labor
Law Guide

The minimum wage is the lowest hourly rate that employers are legally obligated to pay non-exempt employees. Under Washington law, the state minimum wage is adjusted annually for inflation based on the Consumer Price Index.

The current rate is: $17.13 per hour for most employees.

Municipal Minimum Wage Ordinances 

Washington State allows cities and counties to pass local minimum wage ordinances that supersede the state baseline. If an employee performs work in a jurisdiction with a higher local minimum wage, the employer must pay the higher rate. Employers must verify their geographic operating zones to comply with the following 2026 local rates:

• Bellingham: $19.13 per hour (Note: Bellingham law permanently sets its rate at exactly $2.00 above the state minimum wage).

• Burien: * $21.65 per hour (Large employers: 500+ employees worldwide)

  • $20.65 per hour (Mid-size employers: 15-499 employees worldwide)

  • $19.15 per hour (Small employers: 14 or fewer employees)

• Everett: * $20.77 per hour (Large employers: 500+ employees worldwide)

  • $18.77 per hour (Mid-size employers: 15-499 employees or >$2M revenue). Note: This mid-size rate increases to $19.77 on July 1, 2026.

• King County (unincorporated): * $20.82 per hour (Large employers: 500+ employees)

  • $19.82 per hour (Mid-size employers, or small employers with >$2M revenue)

  • $18.32 per hour (Small employers: 15 or fewer employees and <$2M revenue)

• Renton: * $21.57 per hour (Large employers: 500+ employees worldwide)

  • $20.57 per hour (Mid-size employers: 15-499 employees or >$2M revenue). Note: This mid-size rate increases to $21.57 on July 1, 2026.

• Seattle: $21.30 per hour (Note: Previous small-employer exemptions have expired; this rate now applies to all covered employers).

• SeaTac: $20.74 per hour (Applies specifically to covered hospitality and transportation industry workers).

• Tukwila: $21.65 per hour for all covered employers (Note: Previous mid-size employer tier phase-ins are complete).

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Tipped employees and tip credits 

Washington is a strict no-tip-credit state. Employers must pay all employees the full state or municipal minimum wage (whichever is higher) for all hours worked. An employer cannot legally use tips to offset their minimum wage obligation, meaning tips are entirely in addition to the employee's standard hourly pay. All tips must be paid directly to the employees, and an employer may not retain any portion of an employee's tips for company use.

Mandatory service charges 

If an employer uses a mandatory service charge instead of standard tipping, strict disclosure rules apply. Employers must clearly disclose on both menus and receipts what specific percentage of the service charge is paid directly to the employee providing the service. If the employer fails to provide this disclosure, or if the disclosure is unclear, the employer is legally mandated to pay 100% of the service charge to the employee. Just like standard tips, any portion of a service charge paid to an employee cannot be counted toward their hourly minimum wage.

In Washington State, employers of all sizes must pay non-exempt employees overtime at a rate of at least 1.5 times their "regular rate of pay" for all hours worked over 40 in a single workweek. Overtime must be calculated based on a strict 7-day workweek; employers cannot average hours over a two-week pay period to avoid overtime obligations.

Mandatory meal periods 

Washington State wage and hour laws require employers to provide non-exempt employees with a meal period of no less than 30 minutes if their shift exceeds five consecutive hours. Employers must ensure this meal period starts no earlier than the second hour of the shift, and no later than the fifth hour.

Second meal periods for extended shifts 

If an employee is scheduled to work three or more hours longer than their normal workday, the employer must provide an additional 30-minute meal period. This second meal break must occur either prior to or during the extended/overtime portion of the shift.

Meal period compensation

Meal breaks may be unpaid if the employee is completely relieved of all work duties and is free to leave the immediate workstation. However, the 30-minute break must be paid as regular hours worked if the employee:

• Is required to remain on duty.

• Is required to remain on-call on the premises.

• Is interrupted and called back to work before the 30 minutes have elapsed.

Paid rest breaks 

Employers must provide a paid, 10-minute rest break for every four hours of working time. This rest break must be scheduled as close to the midpoint of the four-hour work block as possible. Furthermore, strict scheduling logic applies: an employee cannot be legally required to work more than three consecutive hours without receiving a rest break.

Intermittent rest breaks

If the specific nature of the work provides constant, natural lulls (e.g., a receptionist waiting for calls), the employer may utilize "intermittent" rest breaks. Under this exception, the employee does not need a strictly scheduled 10-minute absence, provided their brief, paid respites from active duties total at least 10 minutes for every four hours worked.

Waivers and attestations

• Meal breaks: Employees may voluntarily agree to waive their unpaid 30-minute meal period. Employers should utilize written agreements or digital attestations to document this mutual waiver.

• Rest breaks: Paid 10-minute rest breaks cannot be waived under any circumstances. An employee cannot legally volunteer to skip a rest break, and an employer cannot accept such a waiver.

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Vacation leave 

Washington State law does not require private employers to provide paid or unpaid vacation leave, nor does it mandate bereavement leave. However, if an employer voluntarily chooses to offer paid vacation, the terms of that benefit become a legally enforceable agreement. 

Washington Paid Sick Leave (WPSL) 

Washington requires employers of all sizes to provide paid sick leave to most employees (including full-time, part-time, temporary, and seasonal workers).

• Accrual and usage: Employees must accrue at least one (1) hour of paid sick leave for every 40 hours worked. Accrual begins on the employee's first day of work. However, employers may configure a waiting period of up to 90 calendar days following the hire date before an employee is permitted to use their accrued leave.

• Carryover limits: At the end of the accrual year, employers are legally required to carry over up to 40 hours of an employee's unused paid sick leave to the following year.

• Expanded usage and definitions: Washington law broadly defines valid reasons for using paid sick leave, which includes the closure of an employee's child's school or place of care due to a declared emergency. Furthermore, the legal definition of a "family member" includes any person who regularly resides in the employee's home with an expectation of care, or a person who has a relationship with the employee that creates an expectation of care.

• Termination payouts and the construction exception: Standard employers are not required to pay out accrued, unused sick leave upon an employee's separation. However, employers in the construction industry (NAICS 23) must legally pay out accrued sick leave to any worker who separates from employment before reaching the 90-day usage threshold.

• Exemptions: Specific classifications are exempt from the WPSL mandate, including doctors, lawyers, dentists, casual laborers in private homes, outside sales representatives, and white-collar professionals (executive, administrative, or professional) who meet the state's strict minimum salary threshold.

Holidays 

Washington State does not legally require private employers to provide paid or unpaid time off for recognized holidays, nor does it mandate that businesses close on any specific holiday. Additionally, private employers are not required to pay premium rates (such as time-and-a-half) to employees who work on a holiday, unless those hours push the employee's total hours worked over 40 in a single workweek, thereby triggering standard overtime. If an employer establishes a policy to provide premium holiday pay, it must be honored as a legally enforceable wage agreement.

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Washington State child labor laws strictly regulate the hours, occupations, and safety of minors under 18. Employers ensure they adhere to the following mandates:

• Permits and authorizations: Before scheduling a minor, an employer must possess a Minor Work Permit endorsement on their Washington State Business License. Additionally, the employer must have a completed, signed Parent/School Authorization Form on file for each minor.

• Under age 14: Minors under 14 are generally prohibited from working unless the employer obtains an explicit order granting permission from a county superior court. (Exceptions: 12- and 13-year-olds may work in agriculture without court permission ONLY during non-school weeks, and ONLY to hand-harvest berries, bulbs, cucumbers, and spinach).

Mandatory meal and rest breaks for minors

• Ages 14 and 15: Must be provided a 30-minute uninterrupted meal period before working 4 consecutive hours. They must also receive a paid 10-minute rest break for every 2 hours worked.

• Ages 16 and 17: Must be provided a 30-minute uninterrupted meal period before working 5 consecutive hours. They must receive a paid 10-minute rest break for every 4 hours worked, and cannot be scheduled to work more than 3 consecutive hours without receiving a rest break.

Permitted hours of work (non-agricultural)

Employers must configure maximum daily hours, weekly hours, and shift curfews based on the minor's age and whether the local school district is currently in session.

Statutory exceptions to hour restrictions

• Emancipated minors: 16- and 17-year-olds who are married, are parents, or have been legally emancipated are exempt from the minor scheduling limitations and may be scheduled as adults.

• CTE program expansion (effective July 1, 2026): Starting July 1, 2026, 16- and 17-year-olds who are officially enrolled in an approved Career and Technical Education (CTE) or college program may legally work "Non-School Week" hours year-round, provided the work is for an approved participating employer.

Hiring
Washington has hiring protection laws that prevent employers from refusing to hire employees due to discrimination on the basis of the following characteristics:

• Color

• Race

• Creed

• Sex

• National Origin

• Marital status

• Being over 40 years old

• Disability

• Gender identity 

• Sexual orientation 

• Status as an honorably discharged veteran

• Military status

• Use of a guide dog or other service animal 

• Retaliation 

Employers in Washington must report new employees to the New Hire Reporting program within 20 days of hiring them. This list covers what employee information to provide when reporting new hires: 

• Full name

• Address

• Social Security number

• Date of birth

• Date of hire

Firing
Washington is an “at-will” state, which means employees or employers may end the employment relationship without notice for any reason, provided it is not an unlawful reason such as discrimination or retaliation.