Washington employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers must participate in the state's Paid Family and Medical Leave program, withholding employee premiums and paying employer shares if applicable, and posting the required program notice.

RCW 50A.05.010 · effective Jan 2020 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Employers must pay discharged or resigning employees all wages due on the next regularly scheduled payday.

RCW 49.48.010 · effective Sep 1971 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Washington state minimum wage

RCW 49.46.020 · effective Jan 2024

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Employers must provide employees with a 30-minute meal period for every 5 hours worked, and a 10-minute paid rest period for every 4 hours of work.

WAC 296-126-092 · effective Jun 1974 · source

Employers must provide at least 1 hour of paid sick leave for every 40 hours worked to all eligible employees, with no annual cap on accrual.

RCW 49.46.210 · effective Jan 2018 · source

To be exempt from overtime, employees must be paid a salary that meets or exceeds the state-specific multiplier of the state minimum wage.

WAC 296-128-500 · effective Jul 2020 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Non-compete covenants are void unless the employee's earnings exceed a specific statutory threshold, and the employer discloses the terms in writing before acceptance.

RCW 49.62.020 · effective Jan 2020 · source

Employers with 15 or more employees must disclose the wage scale or salary range and a general description of benefits in all job postings.

RCW 49.58.110 · effective Jan 2023 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990

Employers cannot inquire about an applicant's criminal history until after the employer has determined the applicant is otherwise qualified for the position.

RCW 49.94.010 · effective Jun 2018 · source

Employers of isolated workers in hospitality, retail, security, and property services must adopt a sexual harassment policy and provide panic buttons and training.

RCW 49.60.515 · effective Jan 2020 · source