Washington HR Consulting & Employment Law for Small Businesses
Washington has enacted some of the nation's most progressive employment laws, including mandatory salary disclosure in job postings, paid family and medical leave, and a high non-compete earnings threshold.
Washington employers manage a robust compliance stack: Washington Paid Family and Medical Leave (up to 18 weeks combined), the Equal Pay and Opportunities Act (salary ranges in all job postings with 15+ employees), and among the most restrictive non-compete law in the country. Seattle adds local minimum wage and paid sick leave requirements that exceed state law.
Note: This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a qualified employment attorney for advice specific to your situation.
Key Washington Employment Laws
Washington Paid Family and Medical Leave (PFML)
Washington PFML provides eligible employees up to 12 weeks of paid family leave, up to 12 weeks of paid medical leave, and up to 18 weeks combined. Benefits replace a portion of wages (up to 90% for lower earners). Both employers and employees contribute to the fund via payroll premiums. Employers with fewer than 50 employees are exempt from the employer share.
Equal Pay and Opportunities Act
Employers with 15+ employees must include salary ranges and a general description of benefits in all job postings, including postings for remote positions that could be filled by Washington residents. Employers must provide pay scale information to current employees for their own position and for any position they apply for internally.
Washington Non-Compete Law
Washington prohibits non-compete agreements for employees earning $100,000 or less per year (salary alone, not including commissions). For those above the threshold, agreements are limited to 18 months. Non-competes must be disclosed before or at the time of the job offer and must be accompanied by consideration beyond continued employment.
Washington Law Against Discrimination
The WLAD provides broader protections than federal law, applying to employers with 8+ employees. It covers sexual orientation, gender expression or identity, HIV/AIDS status, and domestic violence victim status, among others. The Washington State Human Rights Commission enforces these protections.
Compliance Thresholds for Washington Employers
1+ Employees: employees
- Washington minimum wage applies (one of the highest in the country)
- Washington Paid Family and Medical Leave contributions required
- Sexual harassment training requirements for most employers
15+ Employees: employees
- Washington Equal Pay and Opportunities Act: salary ranges required in all job postings
- Salary history inquiry prohibited
- Washington Law Against Discrimination (WLAD) anti-discrimination protections
50+ Employees: employees
- Federal FMLA applies (in addition to state PFML)
- ACA employer mandate
- COBRA obligations
Washington Quick Facts for Employers
- Minimum Wage: $16.66/hour state (2025); Seattle $20.17/hour; SeaTac $20.17/hour
- At-Will Employment: Yes
- Paid Leave Law: 12 weeks PFML family + 12 weeks medical, up to 18 weeks combined
- Non-Compete: Void for employees under $123,000/year; max 18 months above
- Workers' Comp: Required at 1+ employees for most employers
Common Questions About Washington Employment Law
What does Washington Paid Family and Medical Leave provide?
Eligible employees can take up to 12 weeks of paid family leave, up to 12 weeks of paid medical leave, and up to 18 weeks combined per year. Benefits replace 60-90% of weekly wages depending on earnings. Both employers and employees contribute to the fund through payroll premiums.
Does Washington require salary ranges in job postings?
Yes. Employers with 15 or more employees must include a pay range and general description of benefits in all job postings. This applies to remote positions that could be filled by Washington workers. The range must be a good-faith estimate of the expected compensation.
Are non-competes enforceable in Washington?
Only for employees earning more than $100,000 per year (adjusted annually). For those above the threshold, agreements are enforceable for up to 18 months. Agreements must be disclosed before or at the time of the job offer. Non-competes for employees below the threshold are void.
What is the Washington minimum wage?
Washington has one of the highest state minimum wages in the country, adjusted annually for inflation. Seattle, SeaTac, and other localities may have higher local minimum wages. Employers must track which jurisdiction applies for each work location.
Does Washington prohibit salary history questions?
Yes. Under the Equal Pay and Opportunities Act, employers may not ask applicants about their salary history. Employers must provide pay scale information to applicants upon request and to current employees for their own position.
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