HB 1313 Washington House · 2025-2026 Regular Session

Addressing mass layoffs, relocations, and terminations.

HB 1313 requires businesses with 100 or more employees in Washington to provide 60 days' written notice before mass layoffs (50+ employees in 30 days), relocations (100+ miles), or terminations. The notice must include specific details like the reasons for the action, alternatives considered (e.g., reduced hours or transfers), and supporting data on operations or market conditions. Employers must notify affected workers, the state employment department, local governments, workforce councils, and unions. Exceptions exist for businesses seeking capital (with strict documentation) or facing natural disasters, but the law aims to increase transparency and give workers more time to prepare for job loss.

Issues: ✓ Labor & Employment

Bill status in committee 1 of 4 stages cleared

Introduction

Jan 2026

Committee Review

Floor Vote

Governor

Introduced Jan 12, 2026 Last action Jan 12, 2026

Maddy AI version diff · 1 comparison

What changed between versions

Bill → Substitute Bill · 8 edits

MODERATE

The bill was amended to strengthen protections for workers facing mass layoffs by requiring employers to provide more detailed data on why layoffs are happening, pay for 120 days of health insurance, and report demographic data online. It also added a ban on employers coordinating with competitors to time layoffs and shifted penalty funds from the unemployment trust fund to the general fund.

Scope change

The bill's scope was expanded to include new requirements for data transparency, health insurance continuation, and anti-competitive coordination among employers during mass layoffs.

REQUIREMENT

Employers must now provide specific operational, market, and workforce data to explain the reasons behind mass layoffs.

Employers are required to pay for 120 days of group health insurance for laid-off employees and their dependents.

A new prohibition prevents employers from coordinating with competitors regarding the timing or terms of mass layoffs.

Employers must provide an online survey to collect anonymous demographic data to understand the impact of layoffs on protected classes.

Employers must notify affected employees about their right to have a rapid response partner present to assist with resources.

DEFINITION

New definitions were added for 'Commissioner' and 'Rapid response' to clarify roles and federal program references.

FISCAL

Civil penalties collected for violations are now directed to the general fund instead of the unemployment trust fund.

TIMELINE

The section requiring the department to develop a survey system was updated to specify that the system must be online.

Floor votes

How they voted

No floor votes recorded yet.

Full legislative history

Actions timeline

Total actions

Key actions

Committee

Jan 12, 2026

Introduced

By resolution, reintroduced and retained in present status.

lower

Feb 20, 2025

Committee

Referred to Rules 2 Review.

lower

Feb 14, 2025

Lower · Passed

Minority; do not pass.

lower

Feb 14, 2025

Lower · Passed

Executive action taken in the House Committee on Labor & Workplace Standards at 10:30 AM.

lower

Jan 28, 2025

Lower · Passed

Public hearing in the House Committee on Labor & Workplace Standards at 10:30 AM.

lower

1 primary · 13 co-sponsors