Washington Vacation Carryover Request
Description
How to fill out Vacation Carryover Request?
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FAQ
If an employer offers "vested vacation pay," employers must pay departing employees the vested, unused vacation pay, whether the employee is terminated or leaves voluntarily. Vested vacation pay is treated as wages.
Washington State does not require employers to provide leave or pay for holidays, vacations, or bereavement. These benefits can be found in your employer policies or collective bargaining agreement. They are generally an agreement between an employer and employee. L&I does not enforce these agreements.
Under the law, there should not be any carry over. Moreover, employees cannot carry over their statutory minimum vacation time. If there is carry over, the employer has failed to comply with the Employment Standards Act.
In regards to annual vacation pay, the Employment Standards Act states that an employer has to make sure that every year vacation time and money earned are paid out to the employee. There is no carry over. Sometimes an employer lets the employee take a vacation right away in the first year.
No limit, but carry over of accrued amount from one year to the next may be capped. Same as the state, but the carryover cap limit depends on the size of the employer and whether the employer uses a PTO plan to cover the PSST requirements.
Does your state require it? Some states have explicit paid time off laws. For example, in California, employers are required to pay out unused accrued vacation time when employees leave the company. In Washington state, however, the law says PTO payout is not required for employers.
Yes. Although employees must be allowed to carry-over up to 40 hours of unused paid sick leave to the next year, an employer may elect to cash out an employee's accrued, unused paid sick leave balance which exceeds 40 hours.
Employees' unused paid sick leave balances of 40 hours or less must carry over from year to year. You can offer a more generous carryover policy.
An employer may lawfully establish a policy or enter into a contract denying employees payment for accrued vacation leave upon separation from employment.
