What Are My Washington State Worker’s Rights?
In recent years, Washington state has taken a progressive approach towards labor laws and protecting employees that go a step further than current national laws. In addition to federal protections, Washington state employees are entitled to the following worker’s rights:
Washington State Minimum Wage in 2026
The 2026 statewide minimum wage for Washington workers aged 16 and older is $17.13 per hour, with some exceptions:
14- and 15-year-olds: Washington state minimum wage for this age range will be $14.56 an hour.
Seattle workers:
SeaTac hospitality and transportation employees: Hotel and transportation employees within the city limits of SeaTac earn $20.74 an hour.
Tukwila workers:
Renton workers:
- $21.57 for large empoloyers
- $20.57 for mid-sized employers (rising to $21.57 on July 1, 2026.)
Burien workers:
- $21.63 for large employers
- $20.63 for mid-sized employers
Bellingham workers:
Everett workers:
- $20.77 for large employers
- $18.77 for mid-sized employers
Computer professionals: Exempt computer programmers and other computer professionals earn $59.96 per hour.
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Seattle Paid Sick and Safe Time (PSST)
Seattle Paid Sick and Safe Time (PSST) is a law that requires employers to provide at least one hour of paid sick leave for every 40 hours worked as an employee. An employee is entitled to use accrued paid sick leave beginning on the 90th calendar day after the commencement of employment. Paid leave can be used for medical reasons, domestic violence and assault situations, and when a family member’s school or place of care is closed by order of a public official. You do not need to provide a doctor’s note. Workers earn one hour of sick and safe time for every 40 hours worked for a total of 6.5 days per year.
Fair Chance Employment (FCE)
Fair Chance Employment (FCE) prohibits discrimination against workers with criminal records. You cannot be asked about your record on an initial job application, and employers must consider your job experience before your record.
Paid Family and Medical Leave (PFML)
Washington state offers its own version of the federal Family and Medical Leave Act (FMLA) called Paid Family and Medical Leave (PFML). PFML is a program that pays workers while on leave. Workers can take up to 12 weeks of leave to recuperate from a major surgery, during pregnancy, to receive treatment for a chronic health condition, or to receive inpatient care for substance abuse or mental health. You can also take paid time off to care for a new child, sick family member, or a family member who is about to be deployed overseas or is returning from overseas deployment. The amount of pay you receive weekly is based on a calculator from the Employment Security Department, though not for everyone. You must have been employed with your employer for at least one year and worked a minimum of 820 hours within your qualifying period.
Overtime Pay
All non-exempt hourly workers in Washington state are entitled to overtime pay at 1.5 times that of their wage for every hour worked over 40 hours in a work week. The law also includes overtime pay for agricultural workers who clock over 55 hours a week.
Wage Theft Protection
You deserve to be paid on time at the wage you were promised. Wage theft happens when you aren’t paid the rate you were promised, aren’t paid at least minimum wage, or aren’t compensated properly for overtime and breaks. If you are consistently finding your paycheck incorrect, you may be the victim of wage theft and have the right to hold your employer accountable.
Harassment and Discrimination Protection
Washington state and federal laws give you the right to work free of discrimination and harassment based on race, color, religion, sex (including pregnancy, gender identity and sexual orientation) national origin, age (40 and over), disability, or genetic information.
Washington State Silenced No More Act
In 2022, Washington Governor Jay Inslee signed into law the Silenced No More Act (HB1795), which limits the use of workplace non-disclosure and non-disparagement agreements, commonly known as NDAs. Under the new law, employees and independent contractors throughout the state can no longer be forced to stay quiet about certain unlawful workplace mistreatment.
