Labor & Employment

passed · Washington · Senate Mar 12, 2026

SB 5865: Concerning garnishment forms.

SB 5865 standardizes the forms employers must use when responding to wage garnishment orders in Washington State. It requires employers to provide specific details about the defendant's employment status, earnings, existing garnishments, and calculate disposable earnings using a uniform form developed by the Washington pattern forms committee. This change aims to reduce errors in wage garnishment calculations and clarify employer obligations, directly affecting employers who handle garnishment orders.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentStandardizes garnishment forms to reduce errors in wage calculations, protecting workers' right to accurate disposable earnings by clarifying employer obligations.75% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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passed · Washington · Senate Mar 12, 2026

SB 5061: Requiring certain wages in public works contracts to be at least the prevailing wage in effect when the work is performed.

Senate Bill 5061 changes how wages are determined for laborers, workers, and mechanics on public works projects in Washington state. It requires that the hourly minimum wage paid on these contracts must be adjusted to the prevailing rate of wage in effect at the time the work is performed. This means wages will no longer be frozen at the rate from when project bids were submitted, but will update according to current prevailing wage adjustments published by the Department of Labor and Industries. The bill aims to ensure fair labor standards for workers throughout the duration of public construction projects.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires public works wages to update to current prevailing rates, preventing wage stagnation and protecting worker compensation under Labor & Employment standards.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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passed · Washington · Senate Mar 12, 2026

SB 5500: Modernizing reimbursement rates for the working connections child care program.

SB 5500 modernizes Washington's child care subsidy rates for the Working Connections program by requiring the state to use a "cost of quality" rate model that covers the full cost of high-quality care. This model includes living wages for staff, benefits, educational materials, professional development, and other operational costs, replacing the previous 85th percentile market rate as the baseline. The bill mandates that future reimbursement rates must reflect these actual costs while maintaining the current minimum rate, and requires triennial reviews of rates for infants, nonstandard hours, and special needs populations. This directly affects licensed child care providers receiving state subsidies and the working families relying on subsidized care.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequiring 'living wages for staff' and covering full operational costs directly advances worker compensation standards in child care employment.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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signed · Washington · House Mar 11, 2026

HB 2472: Ensuring that work on fire protection sprinkler systems is performed by licensed contractors and certified fitters.

HB 2472 requires all contractors and certified fitters working on fire sprinkler systems in Washington to hold state-issued licenses and certificates. Fire code officials can demand to see these credentials during inspections, and failure to provide them results in an immediate stop-work order until compliance is verified. The law also empowers officials to order removal and replacement of improperly installed systems if public safety is at risk. These requirements apply directly to contractors and fitters performing fire sprinkler work across the state.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires licensed contractors for fire sprinkler systems, enhancing workplace safety standards to prevent public safety risks through mandatory credentials and enforcement.92% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Washington · House Mar 9, 2026

HB 2355: Establishing labor protections for domestic workers.

HB 2355 establishes minimum wage, overtime, and written contract requirements for domestic workers in Washington State, directly affecting nannies, home care aides, housekeepers, and similar workers employed in private residences. The bill requires employers to pay at least the state minimum wage (including overtime after 40 hours), provide a written agreement detailing pay, hours, benefits, and termination notice (2 weeks for non-live-in workers, 4 weeks for live-in), and prohibits wage theft like withholding pay. It excludes family members, casual labor (e.g., irregular babysitting), and home care provided through state-funded agencies. The law aims to bring domestic workers under standard labor protections while clarifying exemptions for certain informal or family-based arrangements.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentEstablishes minimum wage, overtime, written contracts, and prohibits wage theft for domestic workers, directly protecting their rights and compensation.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

passed · Washington · Senate Feb 26, 2026

SB 5328: Establishing a new chapter for the licensing and regulation of businesses providing earned wage access services.

Senate Bill 5328 establishes a new licensing and regulation framework for businesses providing "employer-integrated wage access services" in Washington state. These services allow consumers to access their earned but unpaid income, with the amount determined from employment data obtained from their employer. Starting July 1, 2026, companies offering these services must obtain a license from the Department of Financial Institutions. The bill outlines application requirements, including background checks for officers and directors, and specifies that fees from unlicensed transactions must be refunded and any outstanding proceeds become uncollectible. Banks, credit unions, and similar financial institutions are exempt from this specific chapter.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRegulates wage access services to protect workers' ability to access earned wages, preventing exploitation by unlicensed providers.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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passed · Washington · Senate Jan 12, 2026

SB 5023: Providing labor market protections for domestic workers.

Senate Bill 5023 aims to establish labor market protections for domestic workers in Washington state, including nannies, house cleaners, and home care workers. It guarantees these workers minimum wage and overtime pay for hours exceeding 40 per week. The bill mandates uninterrupted meal and rest breaks and requires a written employment agreement outlining terms like pay rate, schedule, and deductions, provided in a language understood by both parties. It also ensures domestic workers can retain personal effects and, if living in the home, cook their own food, while also providing freedom from discrimination and sexual harassment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentGuarantees minimum wage, overtime, breaks, and written agreements for domestic workers, strengthening labor protections.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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passed · Washington · Senate Jan 12, 2026

SB 5701: Expanding access to records for joint labor management committees for the purposes of enforcing prevailing wage laws.

Senate Bill 5701 expands the definition of an "interested party" under Washington's prevailing wage laws. This change includes Taft-Hartley trusts and joint labor-management cooperation committees within this definition. By becoming "interested parties," these groups gain expanded access to records related to public works projects. The bill aims to strengthen the enforcement of prevailing wage laws, helping ensure that contractors and subcontractors pay the legally required wages and benefits to workers.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands access for labor committees to enforce prevailing wage laws, strengthening worker pay protections and enforcement mechanisms.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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signed · Washington · Senate May 20, 2025

SB 5807: Concerning wellness incentives for public and school employee health benefit plans.

Senate Bill 5807 modifies the wellness programs offered through public and school employee health benefit plans. The bill discontinues the "smart health program," including its wellness incentive and online portal, for these employees, effective January 1, 2028. While employees who meet eligibility requirements for an incentive by December 31, 2027, will still receive it in the 2028 plan year, no new wellness incentives can be earned after that date. The legislation shifts the focus to broader wellness initiatives that emphasize preventative health strategies.

Topics ✗ HealthcareOpposes HealthcareBill discontinues wellness incentives in public/school employee health plans, restricting access to wellness program benefits effective 2028.85% confidence ✗ Labor & EmploymentOpposes Labor & EmploymentBill discontinues wellness incentives for public/school employees, removing a benefit that employees could earn through health programs.95% confidence | Rep's Stance ✓ Voted Yes ✗ Opposes Labor & Employment

signed · Washington · Senate May 20, 2025

SB 5217: Expanding pregnancy-related accommodations.

Senate Bill 5217 expands pregnancy-related accommodations for employees in Washington state, now applying to nearly all employers. It defines "pregnancy" to include related health conditions and the need to express breast milk, requiring employers to provide reasonable accommodations like flexible breaks, modified schedules, and assistance with manual labor. The bill prohibits employers from taking adverse action against employees requesting these accommodations and mandates paid break time for expressing breast milk for up to two years after childbirth. Additionally, it allows individuals with an infant under 12 months old to be excused from or delay jury service.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands pregnancy accommodations, requires reasonable modifications, prohibits retaliation - directly strengthens worker protections under Labor & Employment.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment