Washington pto request form for employers
A PTO request form gives employees one clear way to request time off and gives managers a record of every approval. Here is what changes when the employee works in Washington.
Washington rules that affect this form
| Unused vacation / PTO at separation | Washington does not require employers to provide or pay out vacation; any payout depends on the employer's policy or a collective bargaining agreement. Unused paid sick leave generally need not be paid out. |
|---|---|
| Paid sick leave | Yes. 1 hour per 40 hours worked, usable after 90 days of employment; no state cap on accrual or annual use, and employers must carry over up to 40 unused hours to the next year. Covers full-time, part-time and seasonal workers. |
What to include
- Dates and hours requested, and the type of leave (vacation, sick, personal)
- Current balance and balance after the request
- Manager decision, date and reason if denied
- Keep sick-leave requests separate where state law limits what you can ask for
- Store approved forms with payroll records
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Frequently asked questions
Is there an official Washington pto request form form?
Washington does not publish one required pto request form for private employers. Use a clear template and make sure it reflects the Washington rules on this page.
Does Washington require paying out unused vacation?
Washington does not require employers to provide or pay out vacation; any payout depends on the employer's policy or a collective bargaining agreement. Unused paid sick leave generally need not be paid out.
Is paid sick leave required in Washington?
Yes. 1 hour per 40 hours worked, usable after 90 days of employment; no state cap on accrual or annual use, and employers must carry over up to 40 unused hours to the next year. Covers full-time, part-time and seasonal workers.
Other Washington forms
PTO Request Form by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.