Employer guide · Reviewed October 2026

Washington HR laws for employers (2026)

The Washington rules employers ask about most: minimum wage, overtime, final pay, unused vacation, paid sick leave and breaks.

$17.13minimum wage per hour

Yesstatewide paid sick leave

Depends on policyunused vacation payout at separation

Washington employment law at a glance

Minimum wage	$17.13 per hour Verify
Tipped cash wage	Full minimum wage, no tip credit. Tips and service charges cannot count toward the minimum wage, and all tips must go to employees.
Overtime	Time-and-a-half over 40 hours per week; no daily overtime requirement. Agricultural workers are also covered by state overtime. Verify
Final pay when fired	At the end of the established pay period (i.e., on the regular payday for that period).
Final pay when an employee quits	Same as discharge: at the end of the established pay period.
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.
Meal breaks	30-minute meal period starting between the 2nd and 5th hour of a shift longer than 5 hours; unpaid only if the employee is fully relieved of duty. Employees may waive it if both sides agree.
Rest breaks	Paid 10-minute rest break for every 4 hours worked, scheduled as near the midpoint as possible; cannot be waived.

Minimum wage note: Rises to $17.73 on January 1, 2027 (announced by L&I). Workers aged 14-15 may be paid 85% of the minimum. Seattle, SeaTac, Tukwila, Renton, Bellingham, Everett, Burien and unincorporated King County have higher local rates.

Verify means we could not confirm that item from an official Washington or US Department of Labor source, so check it with the state before relying on it.

Other Washington rules to know

Employers with 15+ employees must include the wage scale or salary range and a general description of benefits and other compensation in job postings.
Non-competes are void for employees earning under $126,858.83 (2026 threshold); a 2026 law will ban nearly all non-competes effective June 30, 2027. Washington also runs a statewide Paid Family and Medical Leave insurance program.

Free Washington HR forms

Offer LetterWashington rules and checklist Onboarding ChecklistWashington rules and checklist PTO Request FormWashington rules and checklist Final Pay ChecklistWashington rules and checklist Employee Exit ChecklistWashington rules and checklist Resignation AcknowledgmentWashington rules and checklist

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Frequently asked questions

What is the minimum wage in Washington in 2026?

$17.13 per hour, effective January 1, 2026. Rises to $17.73 on January 1, 2027 (announced by L&I). Workers aged 14-15 may be paid 85% of the minimum. Seattle, SeaTac, Tukwila, Renton, Bellingham, Everett, Burien and unincorporated King County have higher local rates.

When is a final paycheck due in Washington?

If the employer ends employment: At the end of the established pay period (i.e., on the regular payday for that period). If the employee quits: Same as discharge: at the end of the established pay period.

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.

Sources

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.