In April 2025, the Washington State Legislature passed Senate Bill 5217 (SSB 5217), known as the Healthy Starts Act, significantly enhancing workplace protections for pregnant and postpartum employees. This legislation aims to ensure that employees can work safely and comfortably during and after pregnancy.
Key Provisions of SSB 5217
SSB 5217 introduces several important changes to existing laws:
- Expanded Definition of Reasonable Accommodation: The bill broadens the scope of “reasonable accommodation” for pregnancy-related needs, including job restructuring, equipment adjustments, lifting restrictions, and scheduling flexibility for medical appointments. Employers are required to provide these accommodations unless doing so would impose an “undue hardship” on the business.
- Paid Breaks for Expressing Milk: Employers must compensate employees for break and travel time needed to express breast milk during work hours at the employee’s regular compensation rate.
- Jury Duty Deferral for Breastfeeding Individuals: The legislation allows individuals who are breastfeeding to request a delay or excusal from jury service if they are unable to serve due to breastfeeding.
- Applicability to All Employers: The law applies to all employers with one or more employees, including religious organizations, thereby extending protections to a broader range of workers.
Enforcement and Implementation
The Washington State Department of Labor and Industries (L&I) is tasked with enforcing the provisions of SSB 5217. This includes investigating complaints, providing educational materials about pregnancy accommodation rights, and ensuring compliance among employers. Employees who believe their rights have been violated can file complaints with L&I or pursue civil action.
Effective Date
SSB 5217 is set to take effect on January 1, 2027. This provides employers with ample time to understand the new requirements and make necessary adjustments to their policies and practices.
Implications for Employers
Employers in Washington State should proactively review and update their workplace policies to ensure compliance with SSB 5217. This includes:
- Assessing current accommodation practices and identifying areas that may need modification.
- Training HR personnel and management on the new requirements and best practices for supporting pregnant and postpartum employees.
- Establishing clear procedures for employees to request accommodations and for employers to evaluate and implement these requests.
By taking these steps, employers can foster a more inclusive and supportive work environment, reduce the risk of legal challenges, and promote the well-being of their employees.
Support for Employees
Employees who are pregnant, postpartum, or breastfeeding should be aware of their rights under SSB 5217. If you believe your employer is not complying with the new requirements, you have the right to file a complaint with the Washington State Department of Labor and Industries or seek legal counsel.
At Emery Reddy, we are committed to advocating for workers’ rights and ensuring that employees receive the accommodations and support they are entitled to under the law. If you have questions or need assistance related to pregnancy-related workplace accommodations, please contact us for a consultation.
Note: This blog post is for informational purposes only and does not constitute legal advice. For specific legal guidance, please consult with an attorney.
