Employment Law Handbook With The State In Washington
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If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
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FAQ
Washington is an at-will employment state, which means that the employer or employee may end the employment relationship for any reason or no reason as long as it is not in violation of another law (such as discrimination, retaliation, etc.).
The 7-minute rule lets employers round an employee's time to the nearest quarter-hour. It states that employers may round down the time if an employee works 7 minutes or less beyond a quarter-hour increment. Conversely, they round up the time if the employee works more than 7 minutes up to the next quarter-hour.
The law does not require employers to give a worker notice before terminating their job. Employers are not required to give warnings or follow any particular steps before terminating an employee.
Employers are required to collect WA Cares premiums of $0.58 per $100 of earnings for employees whose work is localized in Washington starting July 1, 2023. The benefit will be available to eligible employees beginning January 1, 2025.
For mid-size employers (15 to 500 employees worldwide or over $2 million of annual gross revenue in Tukwila), the minimum wage will increase to $18.29 per hour on January 1, 2024. On July 1, 2024, the rate will increase again to $19.29 per hour.
Beginning June 6, 2024, a new Washington law prohibits employers from requiring employees to attend meetings which have the primary purpose of communicating the employer's opinion on “religious” or “political” matters.
As a Washington new employer, you will need to file for a Business License Application online with the Department of Revenue. Once you register with the State of Washington, you will receive packs of information from one or more state agencies. To learn more, visit the Washington Business Licensing Service.
Under 49.60 RCW, Washington's set of labor laws, it is illegal to fire an employee for any reason other than his or her misconduct or poor job performance.
It is against the law for a business to fire or retaliate against you for exercising a protected right. You can file a complaint for issues relating to wages, rest breaks and meal periods, child labor, uniforms, and retaliation and termination without fear of repercussions.
Beginning June 6, 2024, a new Washington law prohibits employers from requiring employees to attend meetings which have the primary purpose of communicating the employer's opinion on “religious” or “political” matters.