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In Washington, overtime is counted by the week. On January 1, 2027, the minimum wage goes to $17.73.

What do Washington labor laws require when you schedule and pay hourly employees, and what changes in 2027?

Verified on November 12, 2026 against the Revised Code of Washington, the Washington Administrative Code, the Department of Labor and Industries and the Seattle and SeaTac texts·What changed on this page

$17.73

an hour, the state minimum wage for most workers from January 1, 2027, up from $17.1314

40hours

in a 7-day workweek before time and a half; Washington law does not require overtime after 8 hours in a day, except on certain public works projects25

10minutes

of paid rest for each four hours of working time; no non-exempt employee is required to work more than three hours without one36

What do Washington labor laws change in the schedule and the pay?

Most Washington employees who work over 40 hours in a 7-day workweek get at least 1.5 times the regular rate. State law requires no daily overtime, except on certain public works projects25.

For non-exempt employees, a meal period of at least 30 minutes starts between the second and fifth hour of the shift, and a paid rest period of 10 minutes comes with each four hours of working time736. Paid sick leave accrues at 1 hour per 40 hours worked8.

On January 1, 2027, the state minimum wage goes from $17.13 to $17.73 an hour41. Seattle, SeaTac and other cities and counties set higher minimum wages, and Seattle has its own scheduling law910.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Washington State Department of Labor and Industries, the labor standards office of your city or a qualified advisor.

Which dates change the rules in Washington?

  1. Minimum wage: $17.13

    Seattle's is $21.30 and SeaTac's $20.74 for covered hospitality and transportation employers41112.

  2. Minimum wage: $17.73

    Seattle's goes to $22.14 and SeaTac's to $21.4711314.

Past or upcoming as of November 12, 2026.

What changes in the week in Washington?

When you build the schedule

The employer can define the workweek as any 7 consecutive days starting on the same day and time each week; without one, it is the calendar week, Sunday through Saturday5. Hours over 40 in that week are paid at no less than 1.5 times the regular rate152.

Double time is not required under Washington law, except on certain public works projects, and employees cannot waive overtime pay2. Employers can mandate overtime, except for certain health care facility employees16.

When people clock in and take breaks

The rules cover non-exempt employees: those in a bona fide executive, administrative or professional capacity, and outside salespeople, are not employees for these rules6. The meal period of at least 30 minutes is allowed no less than two and no more than five hours from the beginning of the shift, and is on the employer's time when the employee must stay on duty. No employee is required to work more than five consecutive hours without one, and three or more hours past a normal workday bring another7.

A rest period of at least 10 minutes on the employer's time is allowed for each four hours of working time, as near the midpoint as possible, and no employee is required to work more than three hours without one. Where the work allows intermittent rest equal to it, scheduled rest periods are not required3.

In payroll

The state minimum wage is $17.13 an hour in 2026 and, for most workers, $17.73 from January 1, 202741. The department adjusts it each year for the cost of living, announces the new rate on Sept. 30 and applies it on Jan. 117.

Tips and service charges cannot count toward the hourly minimum wage18.

When someone calls in sick

Except as RCW 49.46.180 provides, employees accrue at least 1 hour of paid sick leave per 40 hours worked8, can use it from the 90th calendar day of employment19, and carries over unused leave, which the employer may cap at 40 hours20.

The employer may not require the employee to find a replacement as a condition of taking paid sick leave21.

When you also run stores in OregonOregon predictive scheduling law: notice, rest between shifts and pay for changesOregon retail, hospitality and food service employers with 500 or more employees worldwide give 14 days' notice of schedules and pay for later changes.See the ruleWhen a state counts the day tooAlaska labor laws: what changes the schedule and the payAlaska pays most employees overtime after 8 hours in a day and after 40 in a week, with exemptions. The minimum wage goes to $15.00 on July 1, 2027.See the ruleWhen you also staff CaliforniaCalifornia labor laws: what changes the schedule and the payCalifornia pays time and a half after 8 hours in a workday and double after 12. The state minimum wage is $17.40 from January 1, 2027.See the rule

Which Washington cities add their own rules?

State law sets minimum standards and keeps in force any local standard on wages, hours, paid sick leave or working conditions that is more favorable to employees22.

Seattle

Secure Scheduling covers hourly employees at retail and food services establishments with 500 or more employees worldwide; full service restaurants also need 40 or more locations10. Schedules go out at least 14 calendar days ahead23. A change the employer asks for after that pays 1 hour for added hours or a shift moved with no loss of hours, and at least half the scheduled rate for scheduled hours not worked, unless one of the ordinance's exceptions applies2425. Work less than 10 hours after the previous day's shift pays 1.5 times the scheduled rate26.

Seattle Secure Scheduling, minimum wage and paid sick and safe time

SeaTac

Covered hospitality and transportation employers, including airport service companies with 25 or more nonmanagerial, nonsupervisory employees in services such as baggage and cargo handling, aircraft cleaning and fueling, and security in the same facilities, pay at least $20.74 an hour in 2026 and $21.47 from January 1, 2027271214. They offer additional hours to existing qualified part-time employees before hiring more part-time staff or subcontractors28.

SeaTac minimum wage and employment standards for airport employers

Burien, Renton and Tukwila also set their own minimum wages and labor rules9.

Local minimum wages in Washington in 2026, as the Department of Labor and Industries listed them on November 12, 20269.
City or county2026 minimum wage
Bellingham$19.139
Burien$21.78 (501 or more employees), $20.78 (16 to 500), $19.28 (15 or fewer)9
Everett$20.77 (more than 500 employees in Washington); 15 to 499: $18.77 to June 30, $19.77 from July 1; 14 or fewer not affected9
King County, unincorporated areas$20.82 (more than 500 employees); $19.82 (16 to 499, or 15 or fewer with $2 million or more in revenue); $18.32 (15 or fewer with less than $2 million)9
Renton$21.57 (more than 500 employees); 15 to 500: $20.57 to June 30, $21.57 from July 1; 14 or fewer not covered9
SeaTac$20.74, hospitality and transportation employers9
Seattle$21.309
Tukwila$21.65 (15 or more employees worldwide, among the tests the department lists)9

The department adds: “Check each jurisdiction to see how they specifically define the size of employers.”9

What changes for health care in Washington?

At hospitals, hospices, rural health care facilities and psychiatric hospitals that operate around the clock, among the facilities RCW 49.28.130 lists, an employee in direct patient care or clinical services who is paid by the hour or covered by a union agreement may not be required to work overtime2930. Overtime here means hours beyond the agreed, regularly scheduled shift, within limits of 12 hours in 24 and 80 in 14 consecutive days29. The rule does not apply to overtime caused by an unforeseeable emergent circumstance, among the exceptions the statute lists30.

An employee who accepts overtime and works more than 12 consecutive hours has the option of at least 8 consecutive hours off afterward30.

Under RCW 49.12.480, a licensed hospital must schedule rest periods for its hourly or union employees in direct patient care or clinical services, at any point during each work period, and give them uninterrupted meal and rest breaks, except in an unforeseeable emergent circumstance or an unforeseeable clinical circumstance the employee determines may significantly affect the patient, unless the employer determines the patient may suffer life-threatening effects. It keeps a record of each missed meal or rest period31.

What does an employer have to be able to show?

Washington's payroll records, kept at least 3 years32, include for each employee:

  • The time of day and day of week the workweek begins33.
  • Hours worked each workday and the total each workweek, a workday being any consecutive 24 hours33.
  • Paid sick leave accrued each month, and the unused balance available33.

What does the law leave open?

State and city rules on the same shift. State law keeps more favorable local standards in force22. How a city's rules and the state's combine for a given employee and shift is a comparison to confirm with your counsel.

What does the law say exactly?

(1) Except as otherwise provided in this section, no employer shall employ any of his or her employees for a workweek longer than forty hours unless such employee receives compensation for his or her employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he or she is employed.
RCW 49.46.130(1) · official text · source 15
WAC 296-126-092(1)-(3) meal periods
(1) Employees shall be allowed a meal period of at least thirty minutes which commences no less than two hours nor more than five hours from the beginning of the shift. Meal periods shall be on the employer's time when the employee is required by the employer to remain on duty on the premises or at a prescribed work site in the interest of the employer. (2) No employee shall be required to work more than five consecutive hours without a meal period. (3) Employees working three or more hours longer than a normal work day shall be allowed at least one thirty-minute meal period prior to or during the overtime period.
WAC 296-126-092(1)-(3) · official text · source 7
WAC 296-126-092(4)-(5) rest periods
(4) Employees shall be allowed a rest period of not less than ten minutes, on the employer's time, for each four hours of working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three hours without a rest period. (5) Where the nature of the work allows employees to take intermittent rest periods equivalent to ten minutes for each 4 hours worked, scheduled rest periods are not required.
WAC 296-126-092(4)-(5) · official text · source 3
RCW 49.46.210(1)(a) paid sick leave accrual
(1) Beginning January 1, 2018, except as provided in RCW 49.46.180, every employer shall provide each of its employees paid sick leave as follows: […] (a) An employee shall accrue at least one hour of paid sick leave for every forty hours worked as an employee.
RCW 49.46.210(1)(a) · official text · source 8
RCW 49.46.210(1)(h) no replacement required
(h) An employer may not require, as a condition of an employee taking paid sick leave, that the employee search for or find a replacement worker to cover the hours during which the employee is on paid sick leave.
RCW 49.46.210(1)(h) · official text · source 21
RCW 49.46.120 more favorable local standards
This chapter establishes minimum standards for wages, paid sick leave, and working conditions of all employees in this state, unless exempted herefrom, and is in addition to and supplementary to any other federal, state, or local law or ordinance, or any rule or regulation issued thereunder. Any standards relating to wages, hours, paid sick leave, or other working conditions established by any applicable federal, state, or local law or ordinance, or any rule or regulation issued thereunder, which are more favorable to employees than the minimum standards applicable under this chapter, or any rule or regulation issued hereunder, shall not be affected by this chapter and such other laws, or rules or regulations, shall be in full force and effect and may be enforced as provided by law.
RCW 49.46.120 · official text · source 22
RCW 49.28.140 health care overtime
(1) No employee of a health care facility may be required to work overtime. Attempts to compel or force employees to work overtime are contrary to public policy, and any such requirement contained in a contract, agreement, or understanding is void. […] (3) This section does not apply to overtime work that occurs: (a) Because of any unforeseeable emergent circumstance; […] (4) An employee accepting overtime who works more than twelve consecutive hours shall be provided the option to have at least eight consecutive hours of uninterrupted time off from work following the time worked.
RCW 49.28.140(1), (3), (4) · official text · source 30
WAC 296-128-020 three years
Unless otherwise specifically authorized by the director all records required under WAC 296-128-010 shall be kept for a period of at least three years.
WAC 296-128-020 · official text · source 32

How does a system hold the hour rules?

In Washington, weekly overtime lands on the schedule and the timecard. This is how WorkAxle holds the hour rules:

  1. Daily and weekly hours, consecutive days and rest between shifts are set up as rules, each with its start date.
  2. While the schedule is built, the platform flags each shift that breaks one of those rules and names the rule. The supervisor decides.
  3. Each clock-in and clock-out is recorded with its time, and at the close of the period hours come out classified by your rules, ready for your payroll system.

The supervisor keeps the last word.

What can you check this week?

  • Check that each site's workweek is defined, and that overtime is counted on it5.
  • Pull three timecards and check each shift had its meal period between the second and fifth hour and no stretch of more than three hours without a rest period73.
  • Check every Washington rate against $17.73 from January 1, 2027, and against the city's own rate where one applies122.
  • List your sites by city and check each against the table above and its city's own page.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Washington State Department of Labor and Industries, the labor standards office of your city or a qualified advisor.

Frequently asked questions

Does Washington have daily overtime?

No. Washington law does not require overtime for hours worked over 8 in a day, except on certain public works projects. Overtime is owed after 40 hours in a 7-day workweek, at least 1.5 times the regular rate52.

What is the Washington minimum wage in 2027?

$17.73 an hour for most workers from January 1, 2027, up from $17.13 in 202614. Seattle's is $22.14 and SeaTac's $21.47 for covered employers from the same day1314.

What breaks are required in Washington?

For non-exempt employees, a meal period of at least 30 minutes starting between the second and fifth hour of the shift, with no employee required to work more than five consecutive hours without one, and a paid rest period of at least 10 minutes for each four hours of working time, with no employee required to work more than three hours without one736.

Can a Washington employer require overtime?

Yes, except for certain health care facility employees16. At the health care facilities RCW 49.28.130 lists, an hourly or union employee in direct patient care or clinical services may not be required to work beyond the agreed, regularly scheduled shift, with exceptions such as an unforeseeable emergent circumstance2930.

How much paid sick leave does Washington require?

At least 1 hour per 40 hours worked, usable from the 90th calendar day of employment819. Unused leave carries over, and the employer may cap carryover at 40 hours20.

Does Washington have a predictive scheduling law?

Seattle does: its Secure Scheduling Ordinance covers hourly employees at retail and food services establishments with 500 or more employees worldwide; full service restaurants also need 40 or more locations10. It requires schedules at least 14 calendar days ahead23.

How long must Washington employers keep payroll records?

At least 3 years32.

https://www.workaxle.com/compliance-center/united-states/washington

Sources

  1. Department of Labor and Industries, Minimum Wage (RCW 49.46.020). “The new minimum wage for 2027 will be $17.73 an hour for most workers. The minimum wage for 14-and 15-year-old workers will be $15.07 an hour. These changes take effect Jan. 1, 2027. […] The 2027 minimum wage in the state of Washington is $17.73 per hour.”https://lni.wa.gov/workers-rights/wages/minimum-wage/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  2. Department of Labor and Industries, Overtime (RCW 49.46.130). “Most employees who work more than 40 hours in a 7-day workweek must be paid overtime. Overtime pay must be at least 1.5 times the employee’s regular hourly rate. Other overtime rates, like double time pay are not required under Washington state law, with the exception of certain public works projects. Employees cannot waive their right to overtime pay.”https://lni.wa.gov/workers-rights/wages/overtime/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  3. WAC 296-126-092(4)-(5). “(4) Employees shall be allowed a rest period of not less than ten minutes, on the employer's time, for each four hours of working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three hours without a rest period. (5) Where the nature of the work allows employees to take intermittent rest periods equivalent to ten minutes for each 4 hours worked, scheduled rest periods are not required.”https://app.leg.wa.gov/WAC/default.aspx?cite=296-126-092 · Washington Administrative Code, from the Legislature's official site · Verified on November 12, 2026
  4. Department of Labor and Industries, Minimum Wage (RCW 49.46.020). “The 2026 minimum wage in the state of Washington is $17.13 per hour.”https://lni.wa.gov/workers-rights/wages/minimum-wage/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  5. Department of Labor and Industries, Overtime (RCW 49.46.130). “Employers can define a workweek as any 7 consecutive days beginning on the same day and time every week. If an employer does not define a workweek, then it defaults to the calendar week – Sunday through Saturday. Washington law does not require overtime for hours worked over 8 hours in a day, with the exception of certain public works projects.”https://lni.wa.gov/workers-rights/wages/overtime/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  6. WAC 296-126-002(2)(b). “(2) "Employee" means an employee who is employed in the business of his employer whether by way of manual labor or otherwise. "Employee" does not include: […] (b) Any individual employed in a bona fide executive, administrative or professional capacity or in the capacity of outside salesperson;”https://app.leg.wa.gov/WAC/default.aspx?cite=296-126-002 · Washington Administrative Code, from the Legislature's official site · Verified on November 12, 2026
  7. WAC 296-126-092(1)-(3). “(1) Employees shall be allowed a meal period of at least thirty minutes which commences no less than two hours nor more than five hours from the beginning of the shift. Meal periods shall be on the employer's time when the employee is required by the employer to remain on duty on the premises or at a prescribed work site in the interest of the employer. (2) No employee shall be required to work more than five consecutive hours without a meal period. (3) Employees working three or more hours longer than a normal work day shall be allowed at least one thirty-minute meal period prior to or during the overtime period.”https://app.leg.wa.gov/WAC/default.aspx?cite=296-126-092 · Washington Administrative Code, from the Legislature's official site · Verified on November 12, 2026
  8. RCW 49.46.210(1)(a). “(1) Beginning January 1, 2018, except as provided in RCW 49.46.180, every employer shall provide each of its employees paid sick leave as follows: […] (a) An employee shall accrue at least one hour of paid sick leave for every forty hours worked as an employee.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.46.210 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  9. Department of Labor and Industries, Local Minimum Wage Rates. “In 2026, some local jurisdictions have higher minimum wage rates and different labor rules than Washington State. The more generous minimum wage may apply in these localities: Bellingham: $19.13/hour. Burien: $21.78/hour for large employers with 501 or more employees, $20.78/hour for medium employers with 16 to 500 employees, and $19.28/hour for small employers with 15 or fewer employees. Everett: $20.77/hour for employers with more than 500 employees in Washington. For employers with 15 to 499 employees, $18.77/hour from Jan 1 to June 30, 2026, and $19.77 from July 1 to Dec 31, 2026. Employers with 14 or fewer employees are not affected. King County (unincorporated areas): $20.82/hour for employers with more than 500 employees; $19.82/hour for employers with 15 or fewer employees and an annual gross revenue of $2 million or more; $19.82/hour for employers with 16 to 499 employees and gross revenue of any amount, and $18.32/hour for employers with 15 or fewer employees and less than $2 million in gross revenue. Renton: $21.57/hour for employers with more than 500 employees. For employers with 15 to 500 employees, $20.57/hour from Jan.1 to June 30, 2026, and $21.57 from July1 to Dec. 31, 2026. Employers with 14 or fewer employees are not covered. SeaTac: $20.74/hour for employers in hospitality and transportation industries. Seattle: $21.30/hour. Tukwila: $21.65/hour for employers who have at least 15 employees worldwide, if at least one employee has worked in Tukwila, even temporarily, or have over $2 million annual gross revenue generated within Tukwila city limits, or are franchisees associated with a franchisor or a network franchise with franchises that employ more than 500 employees in aggregate worldwide. Note: Check each jurisdiction to see how they specifically define the size of employers.”https://lni.wa.gov/workers-rights/wages/minimum-wage/local-minimum-wage-rates · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  10. Seattle Office of Labor Standards, Secure Scheduling (SMC 14.22). “Seattle's Secure Scheduling Ordinance went into effect on July 1, 2017. Coverage: Covers hourly employees at retail and food services establishments with 500+ employees worldwide. Full service restaurants also must have 40+ full-service locations worldwide.”https://www.seattle.gov/laborstandards/ordinances/secure-scheduling · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  11. Seattle Office of Labor Standards, Minimum Wage (SMC 14.19). “The minimum wage rates for the 2026 and 2027 calendar years are set forth in the table below. 2026 Minimum Wage $21.30”https://www.seattle.gov/laborstandards/ordinances/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  12. City of SeaTac, 2026 Minimum Wage Notice (October 1, 2025), SMC 7.45.050. “CITY OF SEATAC ANNOUNCES 2026 MINIMUM WAGE ADJUSTMENTS City of SeaTac, Wash., October 01, 2025 – The City of SeaTac is announcing the mandatory annual adjustments to the City’s Minimum Employment Standards Ordinance for Hospitality and Transportation Industry Employers. 2026 Minimum Wage: $20.74 per hour The increase in the living wage rate (2.81%) has been calculated using the consumer price index for urban wage earners and clerical workers, ( CPI- W) for the twelve (12) months prior to September 1 as calculated by the United States Department of Labor. Therefore, in accordance with SeaTac Municipal Code (SMC) Section 7.45.050, the living wage rate in effect for hospitality and transportation employees within the City will increase to $20.74, effective January 1, 2026.”https://www.seatacwa.gov/files/content/seatac/v/7/get-services/running-your-business/employment-standards-for-hospitality-and-transportation-employers/minimumwage_2026notice.pdf · Official notice published by the city · Verified on November 12, 2026
  13. Seattle Office of Labor Standards, Minimum Wage (SMC 14.19). “The minimum wage increases every year on January 1. […] The minimum wage rates for the 2026 and 2027 calendar years are set forth in the table below. 2026 Minimum Wage $21.30 2027 Minimum Wage $22.14”https://www.seattle.gov/laborstandards/ordinances/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  14. City of SeaTac, 2027 Minimum Wage Notice (October 8, 2026), SMC 7.45.050. “CITY OF SEATAC ANNOUNCES 2027 MINIMUM WAGE ADJUSTMENTS City of SeaTac, Wash., October 08, 2026 – The City of SeaTac is announcing the mandatory annual adjustments to the City’s Minimum Employment Standards Ordinance for Hospitality and Transportation Industry Employers. 2027 Minimum Wage: $21.47 per hour The increase in the living wage rate (3.52%) has been calculated using the consumer price index for urban wage earners and clerical workers, ( CPI- W) for the twelve (12) months prior to September 1 as calculated by the United States Department of Labor. Therefore, in accordance with SeaTac Municipal Code (SMC) Section 7.45.050, the living wage rate in effect for hospitality and transportation employees within the City will increase to $21.47 effective January 1, 2027.”https://www.seatacwa.gov/files/assets/seatac/v/1/finance/documents/minimumwage_2027notice.pdf · Official notice published by the city · Verified on November 12, 2026
  15. RCW 49.46.130(1). “(1) Except as otherwise provided in this section, no employer shall employ any of his or her employees for a workweek longer than forty hours unless such employee receives compensation for his or her employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he or she is employed.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.46.130 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  16. Department of Labor and Industries, Overtime (RCW 49.46.130). “Employers can mandate overtime work, with the exception of certain healthcare facility employees.”https://lni.wa.gov/workers-rights/wages/overtime/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  17. Department of Labor and Industries, Minimum Wage, Future Minimum Wage. “Beginning mid-September each year, L&I will make a cost-of-living adjustment to the minimum wage based on the federal Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). The new minimum wage will be announced on Sept. 30, and take effect Jan. 1.”https://lni.wa.gov/workers-rights/wages/minimum-wage/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  18. Department of Labor and Industries, Minimum Wage, Tips and Service Charges. “Businesses may not use tips and service charges paid to an employee as part of an employee’s hourly minimum wage.”https://lni.wa.gov/workers-rights/wages/minimum-wage/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  19. RCW 49.46.210(1)(d). “(d) An employee is entitled to use accrued paid sick leave beginning on the ninetieth calendar day after the commencement of his or her employment.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.46.210 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  20. RCW 49.46.210(1)(j). “(j) Except as provided in (l) of this subsection, accrued and unused paid sick leave carries over to the following year, but an employer is not required to allow an employee to carry over paid sick leave in excess of 40 hours.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.46.210 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  21. RCW 49.46.210(1)(h). “(h) An employer may not require, as a condition of an employee taking paid sick leave, that the employee search for or find a replacement worker to cover the hours during which the employee is on paid sick leave.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.46.210 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  22. RCW 49.46.120. “This chapter establishes minimum standards for wages, paid sick leave, and working conditions of all employees in this state, unless exempted herefrom, and is in addition to and supplementary to any other federal, state, or local law or ordinance, or any rule or regulation issued thereunder. Any standards relating to wages, hours, paid sick leave, or other working conditions established by any applicable federal, state, or local law or ordinance, or any rule or regulation issued thereunder, which are more favorable to employees than the minimum standards applicable under this chapter, or any rule or regulation issued hereunder, shall not be affected by this chapter and such other laws, or rules or regulations, shall be in full force and effect and may be enforced as provided by law.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.46.120 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  23. SMC 14.22.040. “Subject to the provisions of subsection 14.22.040.B, the employer shall provide employees with a written work schedule at least 14 calendar days before the first day of the work schedule. B. For new employees at time of hire, and for existing employees returning to work after a leave of absence, the employer may provide the employee with a written work schedule that runs through the last date of the currently posted schedule. Thereafter, the employer shall include these employee(s) in the schedule for existing employees as described in subsection 14.20.040.B. C. The written work schedule shall include all regular and on-call shifts for the work period. D. The employer shall post the written work schedule in a conspicuous and accessible location, in English and in the primary language(s) of the employee(s) at the particular workplace.”https://library.municode.com/wa/seattle/codes/municipal_code?nodeId=TIT14HURI_CH14.22SESC · Seattle Municipal Code, as published by the City's code publisher · Verified on November 12, 2026
  24. SMC 14.22.050.A. “Subject to the provisions of this subsection 14.22.050.A, the employer shall compensate employees for each employer-requested change to the employee's written work schedule that occurs after the advance notice required in Section 14.22.040. 1. The employer shall compensate the employee with one hour of pay at the employee's scheduled rate of pay, in addition to wages earned, for the following reasons: a. Adding hours of work; or b. Changing the date or start or end time of a work shift with no loss of hours. 2. The employer shall compensate the employee with no less than one-half times the employee's scheduled rate of pay per hour for any scheduled hours the employee does not work for the following reasons: a. Subtracting hours from a regular work shift before or after the employee reports for duty; b. Changing the date or start or end time of a work shift resulting in a loss of hours; c. Cancelling a work shift; or d. Scheduling the employee for an on-call shift for which the employee does not need to report to work.”https://library.municode.com/wa/seattle/codes/municipal_code?nodeId=TIT14HURI_CH14.22SESC · Seattle Municipal Code, as published by the City's code publisher · Verified on November 12, 2026
  25. SMC 14.22.050.B. “The requirements for additional compensation in subsection 14.22.050.A shall not apply under the following circumstances: 1. Mutually agreed upon work shift swaps or coverage among employees. The employer may require that it pre-approve work shift swaps or coverage and may assist employees in finding such arrangements. Assistance shall be limited to helping an employee identify other employees who may be available to provide coverage or shift swap and does not include the employer arranging the shift swap or coverage. 2. Additional hours that the employee volunteers to work in response to a mass communication, in writing from the employer, about the availability of additional hours, provided that the mass communication is a. Only used for additional hours that are the result of another employee being unable to work scheduled hours, and b. Is clear that accepting such hours is voluntary and the employee has the right to decline such hours; 3. Additional hours that an employer requests employees who are currently working, through an in-person group communication, to work in order to address present and unanticipated customer needs, so long as the hours are consecutive to the hours the employee is currently working and the employee consents to take the hours. 4. Additional hours that the employee consents to work as the result of accepting an offer of work pursuant to Section 14.22.055; 5. Employee-requested changes including additional or subtracted hours that the employee voluntarily makes to the employee's work schedule and documents in writing; 6. Employee hours that are subtracted due to disciplinary reasons, provided the employer documents in writing the incident leading to discipline; 7. Operations cannot begin or continue due to threats to employees or property, or due to the recommendation of a public official that work cannot begin or continue; 8. Operations cannot begin or continue because public utilities fail to supply electricity, water, or gas, or there is a failure in the public utilities, or sewer system; or 9. Operations cannot begin or continue due to natural disaster or other cause not within the employer's control pursuant to rules issued by the Director.”https://library.municode.com/wa/seattle/codes/municipal_code?nodeId=TIT14HURI_CH14.22SESC · Seattle Municipal Code, as published by the City's code publisher · Verified on November 12, 2026
  26. SMC 14.22.035.A-B. “Unless the employee requests or consents to work such hours, the employer shall not schedule or require the employee to work: 1. Less than ten hours after the end of the previous calendar day's work shift; or 2. Less than ten hours following the end of a work shift that spanned two calendar days. B. The employer shall compensate the employee who works hours under subsection 14.22.035.A at one and one-half times the employee's scheduled rate of pay for the hours worked that are less than ten hours apart.”https://library.municode.com/wa/seattle/codes/municipal_code?nodeId=TIT14HURI_CH14.22SESC · Seattle Municipal Code, as published by the City's code publisher · Verified on November 12, 2026
  27. SeaTac Prop 1 ordinance (2013), SMC 7.45.010.M-N. “M. “Transportation Employer” means: 1) A person, excluding a certificated air carrier performing services for itself, who: a) operates or provides within the City any of the following: any curbside passenger check-in services; baggage check services; wheelchair escort services; baggage handling; cargo handling; rental luggage cart services; aircraft interior cleaning; aircraft carpet cleaning; aircraft washing and cleaning; aviation ground support equipment washing and cleaning; aircraft water or lavatory services; aircraft fueling; ground transportation management; or any janitorial and custodial services, facility maintenance services, security services, or customer service […] performed in any facility where any of the services listed in this paragraph are also performed; and b) employs twenty-five (25) or more nonmanagerial, nonsupervisory employees in the performance of that service. 2) A transportation employer also includes any person who: a) operates or provides rental car services utilizing or operating a fleet of more than one hundred (100) cars; shuttle transportation utilizing or operating a fleet of more than ten (10) vans or buses; or parking lot management controlling more than one hundred (100) parking spaces; and b) employs twenty-five (25) or more nonmanagerial, nonsupervisory employees in the performance of that operation. […] N. “Transportation Worker” means any nonmanagerial, nonsupervisory individual employed by a Transportation Employer.”https://www.seatacwa.gov/files/content/seatac/v/7/get-services/running-your-business/employment-standards-for-hospitality-and-transportation-employers/prop-1-ordinance-hospitalitytransportation-employers-2013.pdf · Ordinance as adopted in 2013 (Proposition 1, SeaTac Municipal Code chapter 7.45), as posted by the City of SeaTac · Verified on November 12, 2026
  28. SeaTac Prop 1 ordinance (2013), SMC 7.45.030. “If a Hospitality or Transportation Employer has additional hours of work to provide in job positions held by Covered Workers, then it shall offer those hours of work first to existing qualified part-time employees before hiring additional part-time employees or subcontractors.”https://www.seatacwa.gov/files/content/seatac/v/7/get-services/running-your-business/employment-standards-for-hospitality-and-transportation-employers/prop-1-ordinance-hospitalitytransportation-employers-2013.pdf · Ordinance as adopted in 2013 (Proposition 1, SeaTac Municipal Code chapter 7.45), as posted by the City of SeaTac · Verified on November 12, 2026
  29. RCW 49.28.130(1)(a), (3)(a), (4). “(1)(a) "Employee" means a person who: (i) Is employed by a health care facility; (ii) Is involved in direct patient care activities or clinical services; and (iii) Receives an hourly wage or is covered by a collective bargaining agreement. […] (3)(a) "Health care facility" means the following facilities, or any part of the facility, including such facilities if owned and operated by a political subdivision or instrumentality of the state, that operate on a twenty-four hours per day, seven days per week basis: […] (i) Hospices licensed under chapter 70.127 RCW; (ii) Hospitals licensed under chapter 70.41 RCW, […] (iii) Rural health care facilities as defined in RCW 70.175.020; (iv) *Psychiatric hospitals licensed under chapter 71.12 RCW; […] (4) "Overtime" means the hours worked in excess of an agreed upon, predetermined, regularly scheduled shift within a 24-hour period not to exceed 12 hours in a 24-hour period or 80 hours in a consecutive 14-day period.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.28.130 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  30. RCW 49.28.140(1), (3), (4). “(1) No employee of a health care facility may be required to work overtime. Attempts to compel or force employees to work overtime are contrary to public policy, and any such requirement contained in a contract, agreement, or understanding is void. […] (3) This section does not apply to overtime work that occurs: (a) Because of any unforeseeable emergent circumstance; […] (4) An employee accepting overtime who works more than twelve consecutive hours shall be provided the option to have at least eight consecutive hours of uninterrupted time off from work following the time worked.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.28.140 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  31. RCW 49.12.480(1)(a)-(b), (2)(a), (3). “(1) An employer shall provide employees with meal and rest periods as required by law, subject to the following: (a) Rest periods must be scheduled at any point during each work period during which the employee is required to receive a rest period; (b) Employers must provide employees with uninterrupted meal and rest breaks. This subsection (1)(b) does not apply in the case of: (i) An unforeseeable emergent circumstance, as defined in RCW 49.28.130; or (ii) An unforeseeable clinical circumstance, as determined by the employee that may lead to a significant adverse effect on the patient's condition, unless the employer or employer's designee determines that the patient may suffer life-threatening adverse effects; […] (2)(a) The employer shall provide a mechanism to record when an employee misses a meal or rest period and maintain these records. […] (3) For purposes of this section, the following terms have the following meanings: (a) "Employee" means a person who: (i) Is employed by an employer; (ii) Is involved in direct patient care activities or clinical services; and (iii) Receives an hourly wage or is covered by a collective bargaining agreement. (b) "Employer" means hospitals licensed under chapter 70.41 RCW.”https://app.leg.wa.gov/RCW/default.aspx?cite=49.12.480 · Revised Code of Washington, from the Legislature's official site · Verified on November 12, 2026
  32. WAC 296-128-020. “Unless otherwise specifically authorized by the director all records required under WAC 296-128-010 shall be kept for a period of at least three years.”https://app.leg.wa.gov/WAC/default.aspx?cite=296-128-020 · Washington Administrative Code, from the Legislature's official site · Verified on November 12, 2026
  33. WAC 296-128-010(5)-(6), (12). “(5) Time of day and day of week on which the employee's workweek begins. […] (6) Hours worked each workday and total hours worked each workweek (for purposes of this section, a "workday" shall be any consecutive 24 hours); […] (12) Paid sick leave accruals each month, and any unused paid sick leave available for use by an employee;”https://app.leg.wa.gov/WAC/default.aspx?cite=296-128-010 · Washington Administrative Code, from the Legislature's official site · Verified on November 12, 2026

What changed on this page

  • Page created. Verified against the Revised Code of Washington, the Washington Administrative Code, the Department of Labor and Industries and the Seattle and SeaTac texts.

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