Labor & Employment

in committee · Washington · Senate Feb 26, 2026

SB 6053: Establishing labor protections for domestic workers.

SB 6053 establishes wage and working condition protections for domestic workers in Washington State, directly affecting nannies, home care workers, housekeepers, and similar employees working in private residences. Key provisions require hiring entities (private households or agencies) to provide written agreements detailing pay, hours, benefits, and termination notice (2 weeks for non-live-in workers, 4 weeks for live-in), pay at least the state minimum wage plus overtime for hours over 40, and prohibit wage theft like withholding pay without legal justification. The bill also mandates written notification before termination (with specific exceptions) and requires employers to maintain records for enforcement. These changes apply to domestic workers not performing casual labor or family-related tasks, ensuring clear, enforceable standards for this workforce.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates written agreements, minimum wage + overtime for domestic workers, strengthening their rights and working conditions per bill's explicit protections.95% confidence

Sub-Topics Child Labor Labor Standards Minimum Wage

Track

signed · Washington · House Mar 30, 2026

HB 2411: Modifying shared leave provisions to authorize shared leave for victims of a hate crime and those whose absence is due to immigration enforcement actions against the employee or the employee's relative.

HB 2411 expands Washington state employees' shared leave eligibility to include victims of hate crimes and situations involving immigration enforcement actions affecting the employee or their relative. It adds two specific qualifying reasons to existing shared leave provisions: (1) being a victim of a hate crime, and (2) needing time off due to immigration enforcement actions like detention, deportation, or related family separation. The bill includes strict protections, requiring employers to accept written statements or documentation from advocates (not disclosing immigration status) and prohibiting the sharing of personally identifiable immigration information. This policy change directly affects state employees facing these specific circumstances, allowing them to use shared leave without pay while maintaining confidentiality about immigration status.

Topics ✓ ImmigrationSupports ImmigrationExpands shared leave for immigration enforcement impacts, protecting employees from job loss during family detention/deportation.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands shared leave eligibility for hate crime victims and immigration enforcement impacts, directly protecting workers' rights and broadening leave benefits under Labor & Employment.95% confidence

Sub-Topics Enforcement Paid Leave

in committee · Washington · Senate Feb 2, 2026

SB 6135: Concerning interest arbitration regarding uniformed personnel.

SB 6135 amends Washington state law governing interest arbitration for specific public employees, including police, firefighters, child care providers, and long-term care workers. The bill requires arbitration panels to consider new factors when determining wages and benefits, such as regional cost-of-living differences for smaller jurisdictions, comparisons to similar employers on the West Coast, and the employer's financial ability to pay. It also mandates panels to evaluate how proposed changes might affect reliance on public benefit programs like food stamps or subsidized housing. The law applies directly to these public sector workers and their employers, focusing on making arbitration decisions more aligned with local economic conditions and fiscal realities.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires arbitration panels to consider regional cost-of-living and employer financial capacity, ensuring fairer wage determinations for public employees like police and firefighters.95% confidence

Sub-Topics Collective Bargaining

Track

in committee · Washington · House Jan 26, 2026

HB 2662: Ensuring that responsible principles of investing are incorporated into the investment decision making of the Washington state investment board.

HB 2662 requires Washington's state investment board to integrate environmental, social, and governance principles into managing public retirement and trust funds. It prohibits investments in companies involved in forced labor, coal production, tobacco manufacturing, severe environmental harm, or violations of international humanitarian law, while still prioritizing strong financial returns. The board must annually report on how these principles guide investment decisions and develop proxy voting guidelines to address related risks. This directly affects the board’s management of billions in state funds, including retirement accounts and public trust assets.

Topics ✓ Budget & TaxesSupports Budget & TaxesRequires ESG integration in state investments while prioritizing financial returns, promoting fiscal responsibility in fund management.85% confidence ✗ EnergyOpposes EnergyProhibits investments in coal production, a major fossil fuel energy source, directly restricting a key energy production method per bill's explicit language.90% confidence ✓ EnvironmentSupports EnvironmentProhibits investments in companies causing severe environmental harm, directly advancing environmental protection through state investment policies.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits investments in forced labor, directly protecting workers' rights under social ESG criteria as part of investment policy.85% confidence

Sub-Topics Coal

Track

in committee · Washington · Senate Jan 23, 2026

SB 6299: Concerning artificial intelligence and instructional staff.

This bill prohibits using artificial intelligence to replace certified teachers or support staff (paraeducators) in Washington schools. It allows AI to supplement or enhance instruction but explicitly bans its use for replacing human educators. The law directly affects public schools and instructional staff by setting clear boundaries for AI integration in classrooms. It creates a new legal standard in education policy without specifying implementation details.

Topics ✓ EducationSupports EducationProhibits AI replacement of certified teachers/paraeducators, directly protecting human educators in classrooms per bill's explicit language.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits AI replacement of certified teachers/paraeducators, directly protecting instructional staff jobs and rights under Labor & Employment policy.95% confidence ✗ TechnologyOpposes TechnologyProhibits AI from replacing teachers, restricting AI deployment in education despite allowing supplementary use, directly limiting AI application in a key sector.90% confidence

Sub-Topics Teachers Artificial Intelligence

Track

in committee · Washington · House Jan 16, 2026

HB 2538: Increasing pay equity for part-time faculty.

HB 2538 requires Washington community and technical colleges to gradually increase part-time faculty pay to 75% of full-time comparable pay by 2028-29, 80% by 2029-30, and 85% by 2030-31 for the same classroom teaching hours. The bill directly affects part-time faculty at these institutions and mandates annual progress reports to the legislature, including data on pay gaps, faculty demographics, and departmental disparities. Colleges must base pay equity on instructional workloads, including class time, preparation, grading, and student support. The law aims to stabilize faculty employment, improve student outcomes, and increase workforce diversity by closing long-standing pay gaps.

Topics ✓ Budget & TaxesSupports Budget & TaxesMandates increased state funding for public education faculty pay through budget reallocation, aligning with public service funding indicators.90% confidence ✓ EducationSupports EducationMandates pay equity increases for part-time faculty at community colleges, directly supporting higher education educators through compensation reforms and accountability measures.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates progressive pay equity increases for part-time faculty, requiring 75-85% of full-time pay by 2030-31 with annual equity reports.95% confidence

Sub-Topics Higher Education Employment Discrimination Labor Standards

Track

in committee · Washington · Senate Jan 14, 2026

SB 6142: Modifying the maximum duration of paid family and medical leave to improve program solvency.

SB 6142 reduces the maximum duration of paid family and medical leave in Washington from 12 weeks to 8 weeks for each type of leave within a 52-week period. It also establishes a combined cap of 12 weeks (14 weeks with pregnancy-related complications) for both types of leave, replacing the previous 16-week combined limit. The bill maintains a $1,000 weekly benefit maximum and adjusts benefit calculations based on average weekly wages, with minimum weekly benefits set at $100. This change, effective January 1, 2027, directly affects eligible Washington workers seeking paid leave for family or medical reasons.

Topics ✗ HealthcareOpposes HealthcareReduces paid medical leave duration from 12 to 8 weeks, limiting access to extended healthcare-related time off for employees.90% confidence ✗ Labor & EmploymentOpposes Labor & EmploymentReduces paid family leave duration from 12 to 8 weeks per type, lowering total coverage and restricting worker benefits despite maintaining benefit caps.95% confidence

Sub-Topics Paid Leave

Track

signed · Washington · Senate Mar 16, 2026

SB 6014: Concerning pregnancy-related accommodations.

SB 6014 clarifies Washington's pregnancy accommodation law by limiting when employers can request written medical certification for pregnancy-related adjustments (e.g., modified duties or breaks), except for specific accommodations like lifting restrictions. It prohibits employers from disclosing employees' personal health information related to pregnancy and adds strict confidentiality rules for complaint records filed with the state, protecting names, addresses, and medical details. The bill also requires the state department to provide online education materials explaining pregnancy accommodation rights for employers and employees. These changes directly affect pregnant employees seeking workplace adjustments, employers subject to the law, and state agencies handling complaints.

Topics ✓ HealthcareSupports HealthcareProtects employee health privacy and ensures access to pregnancy accommodations without unnecessary medical disclosure, aligning with patient rights and healthcare access principles.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentClarifies pregnancy accommodations by limiting employer medical requests, prohibits health info disclosure, and enforces complaint confidentiality - directly strengthening worker privacy and rights in employment.95% confidence

Sub-Topics Professional Licensing

in committee · Washington · Senate Jan 23, 2026

SB 6293: Establishing a pilot program for posttraumatic stress disorder treatment and research.

SB 6293 establishes a pilot program to fund workplace-based treatment and research for posttraumatic stress disorder (PTSD) in high-risk occupations, such as first responders, where workers face repetitive trauma exposure. The bill amends state law to allow the Department of Labor & Industries to use medical aid fund resources for grants supporting the development and evaluation of PTSD treatment programs in these workplaces. The pilot is limited to specific high-risk occupations and will be assessed for effectiveness before potential expansion. This initiative aims to reduce long-term disability by addressing PTSD early within the state's workers' compensation system.

Topics ✓ HealthcareSupports HealthcareFunds PTSD treatment/research for first responders via medical aid fund, directly advancing mental health services in high-risk occupations.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentFunds workplace PTSD treatment for high-risk workers, improving mental health safety under Labor & Industries' program.92% confidence

Sub-Topics Mental Health

Track

signed · Washington · Senate Apr 1, 2026

SB 6231: Removing a tax exemption for the replacement of equipment for data centers.

SB 6231 removes a tax exemption that previously allowed data centers to avoid sales tax on equipment replacements. This directly affects data center operators and tenants who currently benefit from the exemption, ending new applications after July 1, 2026, and requiring existing exemption holders to meet new job creation rules. Specifically, data centers must demonstrate a net increase of 35 family-wage jobs (or 3 per 20,000 sq ft) to maintain their exemption, with the requirement applying to both owners and tenants. All existing exemptions for equipment replacement will expire by July 1, 2048, and no new exemptions can be issued after 2026. The bill aims to generate state revenue by ending this tax preference while tying existing benefits to job growth requirements.

Topics ✓ Budget & TaxesSupports Budget & TaxesRemoves tax exemption for data centers, closing a loophole to increase state revenue and promote fiscal responsibility per Budget & Taxes indicators.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires data centers to create 35 family-wage jobs to maintain tax exemption, directly advancing employment standards and worker compensation.90% confidence

Sub-Topics Business Taxes Sales Tax Tax Incentives