Engrossed Substitute House Bill 1875 expands the reasons for which employees in Washington state can use their accrued paid sick leave. It allows employees to use this leave to prepare for or participate in judicial or administrative immigration proceedings for themselves or a family member. For absences exceeding three days for this purpose, employees can provide verification through documentation from an immigration advocate, attorney, or clergy, or a written statement from the employee, without disclosing sensitive immigration status details. The bill ensures that employees can attend these proceedings without losing pay.
This bill modifies Washington's workers' compensation benefits, primarily affecting injured workers and their families. For claims with an injury date on or after July 1, 2026, it updates how permanent total disability benefits are calculated. These changes include adding the employer's health care contributions to benefits and adjusting the percentage of a worker's wages received based on marital status and the number of children. Additionally, the bill ensures that child-related compensation payments are made directly to the person with legal custody of a child, rather than to an injured worker or surviving spouse who does not have custody. The act takes effect on July 1, 2026.
HB 1141 grants agricultural workers involved in cultivating, growing, harvesting, or producing cannabis the right to collective bargaining. It places these workers and their employers under the jurisdiction of the Public Employment Relations Commission (PERC). PERC will oversee the process for employees to organize, elect bargaining representatives, and engage in good faith negotiations with employers on wages, hours, and working conditions. The bill also defines and prohibits unfair labor practices by employers related to these organizing rights.
Substitute Senate Bill 5501 prohibits employers from requiring a valid driver's license as a condition of employment or in job postings, unless driving is an essential job function or related to a legitimate business purpose. This law directly affects employers and job applicants in Washington state. The bill establishes a process for the director to investigate complaints, allowing for orders of actual and statutory damages (at least $5,000), interest, and investigation costs to the complainant. Employers may also face civil penalties of up to $500 for a first violation and up to $1,000 or 10% of damages for repeat offenses.
House Bill 1821 expands the definition of an "interested party" under state prevailing wage laws, which govern the wages and benefits for workers on public construction projects. This change broadens who can be recognized as an interested party. The expanded definition now specifically includes contractors, subcontractors, their employees, organizations representing affected workers, joint labor-management committees, and Taft-Hartley trusts, alongside the director of labor and industries. This measure allows a wider range of groups to participate in matters related to prevailing wage compliance.
HB 1747 expands protections for job applicants and employees under Washington's Fair Chance Act. The bill prohibits employers from inquiring about an applicant's criminal record until after a conditional offer of employment has been made. It also prevents employers from taking adverse employment action based on arrest records or juvenile conviction records. For adult conviction records, employers must have a legitimate business reason, notify the individual, and provide an opportunity for them to explain or provide additional information before making a decision.
House Bill 1105 exempts certain exclusive bargaining representatives for Department of Corrections (DOC) employees from specific state rules regarding collective bargaining. Specifically, unions representing most DOC employees with interest arbitration rights will no longer be required to participate in coalition bargaining, a process often mandated for smaller unions. Instead, these individual DOC employee unions will directly negotiate one master collective bargaining agreement with the governor or their designee. This change does not apply to exclusive bargaining representatives for marine department employees at the DOC.
HB 1511 clarifies that Washington state ferry captains are the ultimate authority for vessel operations and safety. The bill requires captains in the current "masters, mates, and pilots" bargaining unit to vote by August 31, 2025, on whether to join a new combined union representing all three roles. If a majority votes yes, a unified bargaining unit will take effect on July 1, 2026, replacing the separate captain-only unit. This change directly affects ferry captains and their union representation, with no impact on existing safety or operational responsibilities.
