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In Seattle, large retail and food service employers post schedules 14 days ahead. A later change costs premium pay.

What does Seattle's Secure Scheduling Ordinance require of retail and food service employers, and what does the city add to Washington law?

Verified on November 12, 2026 against the Seattle Municipal Code, the Office of Labor Standards and Washington law·What changed on this page

14days

ahead, in writing, before the first day of the schedule1

500

employees or more worldwide, the size at which a retail or food services establishment is covered; full service restaurants also need 40 or more locations2

$22.14

an hour, the city's minimum wage from January 1, 2027, up from $21.3034

What does Seattle's Secure Scheduling Ordinance require?

Seattle's Secure Scheduling Ordinance covers retail and food services establishments with 500 or more employees worldwide; full service restaurants also need 40 or more locations worldwide2. Schedules go out in writing at least 14 calendar days before their first day1.

A change the employer asks for after that notice pays 1 hour at the scheduled rate for added hours or a shift moved with no loss of hours, and at least half the scheduled rate per scheduled hour lost to a cut or cancellation, unless an exception applies56. Work less than 10 hours after the previous day's shift pays 1.5 times the scheduled rate7.

The city's minimum wage is $21.30 an hour in 2026 and $22.14 in 202743.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Seattle Office of Labor Standards, the Washington State Department of Labor and Industries or a qualified advisor.

Which dates matter in Seattle?

  1. Secure Scheduling takes effect

    For hourly employees at covered retail and food services establishments8.

  2. City minimum wage: $21.30

    One rate for every employer size since 202549.

  3. City minimum wage: $22.14

    The state's goes to $17.73 the same day; where the local standard is more favorable, it stays in force31011.

Past or upcoming as of November 12, 2026.

What changes in the week in Seattle?

When you hire

A new employee gets a written good faith estimate of the median hours they can expect to work each week and whether they can expect on-call shifts, in English and their primary language. Current employees get a revised one every year and when their schedule changes significantly. The estimate is not a contractual offer, but a significant change from it calls for an interactive process with the employee12.

An employee may name limits on availability and preferences for hours or locations. The employer discusses every request with the employee in an interactive process. For a request due to a major life event, it grants the request unless it has a bona fide business reason, and explains a denial in writing13.

When you build the schedule

The written schedule covers all regular and on-call shifts, goes out at least 14 calendar days before its first day, and is posted in English and in the primary languages of the employees at the workplace1. A new hire, or an employee back from leave, may get a schedule that runs through the currently posted one1.

When the schedule changes

The employer gives timely notice of each change it asks for, and the employee may decline any hours not on their schedule14. A work schedule change is any change the employer asks for after the advance notice15, and each one carries premium pay in the cases in the table below, unless an exception in Watch for applies56.

When you need more hours

Before hiring from an external applicant pool or subcontractors, including through temporary or staffing agencies, the employer offers the hours to existing employees. It posts the notice for at least three consecutive calendar days, and gives an employee at least two consecutive calendar days to accept16. Nothing in the rule requires offering hours paid at the overtime premium17.

Between shifts

Unless the employee requests or consents, no work is scheduled less than 10 hours after the end of the previous day's shift, or of a shift that spanned two days, and hours worked inside that gap pay 1.5 times the scheduled rate7. The premium does not apply to a split shift under the Director's rules, and those hours carry no second premium for a schedule change18.

When someone calls in sick

Seattle's Paid Sick and Safe Time covers employees who work in Seattle, for their own or a family member's health, for domestic violence, sexual assault or stalking, and for closures19. Accrual is 1 hour per 40 hours worked for employers up to 249 full-time equivalents worldwide, and 1 hour per 30 hours from 250, with carryover of 40, 56 or 72 hours by tier, and 108 hours at Tier 3 employers with PTO20.

The employer may not ask or require an employee to find cover for hours missed for a reason another law protects, paid sick and safe time included21.

State law also applies: at least 1 hour per 40 hours worked22, and a local standard more favorable to employees stays in force11.

In payroll

The minimum wage is $21.30 an hour in 2026 and $22.14 from January 1, 2027, for employees working within city limits, the same rate for every employer size439.

Each premium paid under the ordinance belongs in the payroll records23. State overtime also applies: hours over 40 in a 7-day workweek at no less than 1.5 times the regular rate2425.

Premium pay for a change the employer asks for after the 14-day notice, and for work inside the rest between shifts, summarized from the ordinance; the exceptions are in Watch for157.
When the employerThe employee is owed
Adds hours of work51 hour of pay at the scheduled rate, in addition to wages earned5
Changes the date or start or end time of a shift with no loss of hours51 hour of pay at the scheduled rate, in addition to wages earned5
Subtracts hours before or after the employee reports for duty5At least half the scheduled rate for each scheduled hour not worked5
Changes the date or start or end time of a shift with a loss of hours5At least half the scheduled rate for each scheduled hour not worked5
Cancels a shift5At least half the scheduled rate for each scheduled hour not worked5
Schedules an on-call shift the employee does not need to report for5At least half the scheduled rate for each scheduled hour not worked5
Has the employee work less than 10 hours after the previous day's shift, at the employee's request or with their consent71.5 times the scheduled rate for the hours less than 10 hours apart7

Watch for

  • No premium for shift swaps or coverage employees agree among themselves; hours volunteered in answer to a written mass communication used only for hours an absent co-worker cannot work, and clear that accepting is voluntary and the hours may be declined; additional hours the employer asks of employees already working, through an in-person group communication, to meet present and unanticipated customer needs, when the hours are consecutive to their current shift and the employee consents; hours accepted through the access to hours offer; changes the employee asks for in writing, hours cut for documented discipline, or when operations cannot begin or continue because of threats, a public official's recommendation, a utility failure or a natural disaster6.
  • Who counts toward the threshold. The count is the average number per calendar week of employees who worked for compensation in the preceding year, including employees outside Seattle, employees the chapter does not cover, and staffing agency workers26.
  • Who is covered. Hourly employees, as the Office of Labor Standards puts it8: the code limits coverage to employees defined under Section 12A.28.200 who work at a fixed point of sale location of a covered employer and within Seattle at least 50 percent of the time27. Retail establishments are store retailers under NAICS 441 through 453998, and food services establishments those under NAICS 72228.
For the rest of Washington's rulesWashington labor laws: what changes the schedule and the payWashington's minimum wage goes to $17.73 on January 1, 2027. Overtime is weekly, after 40 hours. Seattle, SeaTac and other cities add their own rules.See the ruleWhen a store is 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 schedule changes lateFair Workweek Laws 2026: What Triggers Penalty PayWhat triggers predictability pay and what each trigger costs: one hour for a short-notice change, half the hours lost for a cut, and where no figure is published.Read

What does an employer have to be able to show?

The ordinance asks for records that document compliance, kept for 3 years23. They include:

  • Written good faith estimates and written reasons for denying a major life event request23.
  • Work schedules23.
  • Payroll records, with each premium paid for rest between shifts and for schedule changes23.
  • Written records of changes the employee asked for23.

If the employer does not keep adequate records, the ordinance presumes a violation for those periods and employees, unless the employer rebuts it by clear and convincing evidence23.

What does the ordinance leave open?

A contractor's staff at a covered store. Covered employees work at a fixed point of sale location of a covered employer27, and staffing agency workers count toward the employer's size26. The code also says: “More than one entity may be the 'employer' if employment by one employer is not completely disassociated from employment by the other employer”28. How that applies to a security or janitorial company that employs the staff it sends to a covered store is a question for your counsel.

What does the ordinance say exactly?

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.
SMC 14.22.040 · official text · source 1
SMC 14.22.050.A premium pay for changes
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.
SMC 14.22.050.A · official text · source 5
SMC 14.22.050.B when no premium is owed
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.
SMC 14.22.050.B · official text · source 6
SMC 14.22.035.A-B rest between shifts
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.
SMC 14.22.035.A-B · official text · source 7
SMC 14.22.020.A who is a covered employer
For the purposes of this Chapter 14.22, covered employers are limited to: 1. Retail establishments that employ 500 or more employees worldwide regardless of where those employees are employed, including but not limited to chains, integrated enterprises, or franchises associated with a franchisor or network of franchises that employ 500 or more employees in aggregate. 2. Food services establishments that employ 500 or more employees worldwide regardless of where those employees are employed, including but not limited to chains, integrated enterprises, or franchises associated with a franchisor or network of franchises that employ 500 or more employees in aggregate. In addition to employing 500 or more employees worldwide, "full service restaurants" also must have 40 or more full service restaurant locations worldwide, including but not limited to locations that are a part of a chain, integrated enterprise, or franchise where the franchisor owns or operates 40 or more such establishments in aggregate.
SMC 14.22.020.A · official text · source 2
SMC 14.22.055 access to hours
Before hiring new employees from an external applicant pool or subcontractors, including hiring through the use of temporary services or staffing agencies, an employer must offer additional hours of work to existing employees when those hours become available at their place of work as defined by the employers usual and customary business practice. […] Except as provided in this subsection 14.22.055.B, the employer must post written notice of available hours of work for at least three consecutive calendar days. […] The employer shall give the employee at least two consecutive calendar days, running from the date of the employer's offer, to accept the additional hours of work.
SMC 14.22.055.A-D · official text · source 16
SMC 14.22.025 the good faith estimate
For new employees, the employer shall provide the employee with a written good faith estimate of the employee's work schedule at time of hire. The good faith estimate shall include the median number of hours the employee can expect to work each work week, and whether the employee can expect to work on-call shifts. 1. For existing employees, the employer shall revise the good faith estimate once every year calculated from the point of the last good faith estimate, and when there is a significant change to the employee's work schedule due to changes in the employee's availability or to the employer's business needs. 2. The good faith estimate shall not constitute a contractual offer and the employer shall not be bound by the estimate. However, the employer shall initiate an interactive process with the employee to discuss any significant change from the good faith estimate, and if applicable state a bona fide business reason for the change. 3. The employer shall include the good faith estimate, in English and the employee's primary language, with the written notice of employment information required by subsection 14.20.025.D.
SMC 14.22.025.A · official text · source 12
SMC 14.22.065 records
Each employer shall retain records that document compliance with this Chapter 14.22 including: 1. Written good faith estimates of employee work schedules pursuant to Section 14.22.025; 2. Written documentation regarding the employer's bona fide reason for denying the employee's request for a limitation or change in work schedule due to a major life event pursuant to Section 14.22.030; 3. Work schedules, including but not limited to work schedules created pursuant to Section 14.22.040; […] Payroll records, including documentation of additional compensation paid to each employee pursuant to Section 14.22.035 and Section 14.22.050; […] Records required by this Section 14.22.065 shall be retained for a period of three years. C. If the employer fails to retain adequate records required under subsection 14.22.065.A, there shall be a presumption, rebuttable by clear and convincing evidence, that the employer violated this Chapter 14.22 for the periods and for each employee for whom records were not retained.
SMC 14.22.065.A-C · official text · source 23
Office of Labor Standards, Paid Sick and Safe Time accrual and carryover by tier
Tier 1 Tier 2 Tier 3 Full-Time Equivalents (FTEs) Worldwide 1 employee and up to 49 FTEs 50-249 FTEs 250 or more FTEs Accrual of PSST per Hours Worked 1 hour per 40 hours 1 hour per 40 hours 1 hour per 30 hours Carry-over of Unused PSST per Year 40 hours 56 hours 72 hours *108 hours for employers with PTO
Seattle Office of Labor Standards, Paid Sick and Safe Time (SMC 14.16) · official text · source 20

How does a system hold the hour and rest rules?

In Seattle, state hour limits and the city's rest-between-shifts rule land on the same schedule and the same timecard. This is how WorkAxle holds them:

  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?

  • Count your employees the way the ordinance does: the weekly average of everyone who worked for pay last year, inside and outside Seattle26.
  • Check when last month's schedules went out against the 14 calendar days1.
  • Pull every change made after the schedule went out and check which ones carried premium pay56.
  • Find any shift that started less than 10 hours after the previous day's shift, and the employee's request or consent for it7.
  • Check every Seattle rate against $22.14 from January 1, 20273.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Seattle Office of Labor Standards, the Washington State Department of Labor and Industries or a qualified advisor.

Frequently asked questions

Who is covered by Seattle's Secure Scheduling Ordinance?

Retail and food services establishments that employ 500 or more employees worldwide, including chains, integrated enterprises and franchises; full service restaurants must also have 40 or more locations worldwide2. Covered employees are hourly, in the Office of Labor Standards' words8, and work at a fixed point of sale location and within Seattle at least 50 percent of the time27.

How far in advance must schedules be posted in Seattle?

At least 14 calendar days before the first day of the schedule, in writing, posted in English and the employees' primary languages1.

What is predictability pay in Seattle?

Premium pay for a change the employer asks for after the 14-day notice: 1 hour at the scheduled rate for added hours or a moved shift with no loss of hours, and at least half the scheduled rate for each scheduled hour not worked when hours are cut, a shift is moved with a loss of hours or cancelled, or an on-call shift is not needed15. Exceptions include shift swaps employees agree among themselves and changes the employee asks for in writing6.

Does Seattle have a clopening rule?

Yes. Unless the employee requests or consents, no work is scheduled less than 10 hours after the previous day's shift, and hours worked inside that gap pay 1.5 times the scheduled rate7.

What is the Seattle minimum wage in 2027?

$22.14 an hour, up from $21.30 in 2026, the same for every employer size349.

How much paid sick and safe time does Seattle require?

1 hour per 40 hours worked at employers up to 249 full-time equivalents worldwide and 1 hour per 30 hours from 250, with carryover of 40, 56 or 72 hours by tier, and 108 hours at Tier 3 employers with PTO20. State law also applies: at least 1 hour per 40 hours worked22.

How long must Seattle employers keep Secure Scheduling records?

3 years, including good faith estimates, schedules, payroll records with each premium paid, and written records of changes employees asked for23.

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

Sources

  1. 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
  2. SMC 14.22.020.A. “For the purposes of this Chapter 14.22, covered employers are limited to: 1. Retail establishments that employ 500 or more employees worldwide regardless of where those employees are employed, including but not limited to chains, integrated enterprises, or franchises associated with a franchisor or network of franchises that employ 500 or more employees in aggregate. 2. Food services establishments that employ 500 or more employees worldwide regardless of where those employees are employed, including but not limited to chains, integrated enterprises, or franchises associated with a franchisor or network of franchises that employ 500 or more employees in aggregate. In addition to employing 500 or more employees worldwide, "full service restaurants" also must have 40 or more full service restaurant locations worldwide, including but not limited to locations that are a part of a chain, integrated enterprise, or franchise where the franchisor owns or operates 40 or more such establishments in aggregate.”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
  3. 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
  4. 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
  5. 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
  6. 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
  7. 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
  8. 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
  9. Seattle Office of Labor Standards, Minimum Wage (SMC 14.19). “The Minimum Wage Ordinance sets the minimum wage for employees working within city limits. […] Starting January 1, 2025, all employers, regardless of schedule size, will be required to pay the same minimum wage.”https://www.seattle.gov/laborstandards/ordinances/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  10. 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
  11. 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
  12. SMC 14.22.025.A. “For new employees, the employer shall provide the employee with a written good faith estimate of the employee's work schedule at time of hire. The good faith estimate shall include the median number of hours the employee can expect to work each work week, and whether the employee can expect to work on-call shifts. 1. For existing employees, the employer shall revise the good faith estimate once every year calculated from the point of the last good faith estimate, and when there is a significant change to the employee's work schedule due to changes in the employee's availability or to the employer's business needs. 2. The good faith estimate shall not constitute a contractual offer and the employer shall not be bound by the estimate. However, the employer shall initiate an interactive process with the employee to discuss any significant change from the good faith estimate, and if applicable state a bona fide business reason for the change. 3. The employer shall include the good faith estimate, in English and the employee's primary language, with the written notice of employment information required by subsection 14.20.025.D.”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
  13. SMC 14.22.030. “At time of hire and during employment, the employee may identify any limitations or changes in work schedule availability. The employee has the right to request not to be scheduled for work shifts during certain times or at certain locations and the right to identify preferences for the hours or locations of work. B. The employer shall consider and respond to employee requests under subsection 14.22.030A as follows: 1. If the employee's request is not due to a major life event, the employer shall engage in an interactive process with the employee to discuss the request. The employer may grant or deny the request for any reason that is not unlawful. 2. If the employee's request is due to a major life event, the employer shall engage in an interactive process with the employee to discuss the request, and may require verifying information from the employee with adequate notice and reasonable time to respond. The employer shall grant the request unless the employer has a bona fide business reason for denial and shall provide a written response. In the event of a denial, the employer's written response shall provide an explanation of the complete or partial denial of the request, and the bona fide business reason for the decision.”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
  14. SMC 14.22.045.A. “For employer-requested changes to the written work schedule that occur after the advance notice required in Section 14.22.040: 1. The employer shall provide the employee with timely notice of the change by in-person conversation, telephone call, email, text message, or other accessible electronic or written format; and 2. The employee may decline to work any hours not included in the employee's work schedule.”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
  15. SMC 14.22.010 (Work schedule change). “"Work schedule change" means any employer-requested modification to the employee's work schedule that occurs after the advance notice required in Section 14.22.040, including but not limited to: the addition or reduction of hours; cancellation of a work shift or portion of a work shift; a change in the date or time of a work shift by the employer; or 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
  16. SMC 14.22.055.A-D. “Before hiring new employees from an external applicant pool or subcontractors, including hiring through the use of temporary services or staffing agencies, an employer must offer additional hours of work to existing employees when those hours become available at their place of work as defined by the employers usual and customary business practice. […] Except as provided in this subsection 14.22.055.B, the employer must post written notice of available hours of work for at least three consecutive calendar days. […] The employer shall give the employee at least two consecutive calendar days, running from the date of the employer's offer, to accept the additional hours of 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
  17. SMC 14.22.055.E.6. “This Section 14.22.055 shall not be construed to require the employer to offer employees work hours paid at the overtime premium (i.e. one and one-half times the regular rate of pay) nor to prohibit any employer from offering such work hours.”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
  18. SMC 14.22.035.C-D. “The requirement for additional compensation in subsection 14.22.035.B shall not apply for work hours that constitute a split shift subject to rules issued by the Director. D. An employee compensated for hours worked under subsection 14.22.035.B shall not be additionally compensated for those hours under Section 14.22.050.”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
  19. Seattle Office of Labor Standards, Paid Sick and Safe Time (SMC 14.16). “This law requires employers to provide employees who work in Seattle with paid leave: To care for themselves or a family member for a physical or mental health condition, including a doctor appointment To care for themselves, a family member, or a household member for reasons related to domestic violence, sexual assault, or stalking When their family member's school or place of care has been closed When their place of business has been closed by order of a public official for health reasons For employers of businesses with 250+ FTEs, when their place of business has been closed for any health or safety reason.”https://www.seattle.gov/laborstandards/ordinances/paid-sick-and-safe-time · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  20. Seattle Office of Labor Standards, Paid Sick and Safe Time (SMC 14.16). “Tier 1 Tier 2 Tier 3 Full-Time Equivalents (FTEs) Worldwide 1 employee and up to 49 FTEs 50-249 FTEs 250 or more FTEs Accrual of PSST per Hours Worked 1 hour per 40 hours 1 hour per 40 hours 1 hour per 30 hours Carry-over of Unused PSST per Year 40 hours 56 hours 72 hours *108 hours for employers with PTO”https://www.seattle.gov/laborstandards/ordinances/paid-sick-and-safe-time · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  21. SMC 14.22.045.B.3.a. “The employer's ability to ask or require the employee to find a replacement employee for coverage of any hours during which the employee is unable to work a scheduled shift is as follows: […] The employer shall not ask or require the employee to find replacement coverage if the employee is unable to work the scheduled hours due to a reason covered by another local, state or federal law that prohibits asking such questions or protects the absence from employer interference, including but not limited to work schedule changes related to use of paid sick and safe time under Chapter 14.16.”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
  22. 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
  23. SMC 14.22.065.A-C. “Each employer shall retain records that document compliance with this Chapter 14.22 including: 1. Written good faith estimates of employee work schedules pursuant to Section 14.22.025; 2. Written documentation regarding the employer's bona fide reason for denying the employee's request for a limitation or change in work schedule due to a major life event pursuant to Section 14.22.030; 3. Work schedules, including but not limited to work schedules created pursuant to Section 14.22.040; […] Payroll records, including documentation of additional compensation paid to each employee pursuant to Section 14.22.035 and Section 14.22.050; […] Records required by this Section 14.22.065 shall be retained for a period of three years. C. If the employer fails to retain adequate records required under subsection 14.22.065.A, there shall be a presumption, rebuttable by clear and convincing evidence, that the employer violated this Chapter 14.22 for the periods and for each employee for whom records were not retained.”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. 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
  25. 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
  26. SMC 14.22.020.B. “To determine the number of employees for the current calendar year, the calculation shall be based upon The average number per calendar week of employees who worked for compensation during the preceding calendar year for any and all weeks during which at least one employee worked for compensation. […] All employees who worked for compensation shall be counted, including but not limited to: a. Employees who are not covered by this Chapter 14.22; b. Employees who worked inside the City; c. Employees who worked outside the City; and d. Employees who worked in full-time employment, part-time employment, joint employment, temporary employment, or through the services of a temporary services or staffing agency or similar entity.”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. SMC 14.22.015. “For the purposes of this Chapter 14.22, covered employees under this Chapter 14.22 are limited to those who: A. Are defined under Section 12A.28.200; B. Work at a fixed, point of sale location of a covered employer; and C. Provide such employment services in a physical location that is within the geographic boundaries of the City at least 50 percent of the time.”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
  28. SMC 14.22.010 (Employer, Food services establishment, Retail establishment). “"Employer" means any individual, partnership, association, corporation, business trust, or any entity, person or group of persons, or a successor thereof, that employs another person and includes any such entity or person acting directly or indirectly in the interest of the employer in relation to the employee. More than one entity may be the "employer" if employment by one employer is not completely disassociated from employment by the other employer. […] "Food services establishment" means the fixed point of sale location for food services contractors; caterers; mobile food services; drinking places (alcoholic beverages); full service restaurants; limited-service restaurants; cafeterias, grill buffets, and buffets; and snack and nonalcoholic beverage bars, as defined under the 2012 and 2017 North American Industry Classification System ("NAICS") 722, or other subsequent edition of the NAICS designated pursuant to rules issued by the Director. […] "Retail establishment" means the fixed point-of-sale location of a store retailer, as defined under the 2012 and 2017 North American Industry Classification System ("NAICS") 441 through 453998, or other subsequent edition of the NAICS designated 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

What changed on this page

  • Page created. Verified against the Seattle Municipal Code (the City's code publisher), the Office of Labor Standards and Washington law.

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