Labor & Employment

in committee · Washington · House Jan 12, 2026

HB 1059: Concerning the duties of industrial insurance self-insured employers and third-party administrators.

HB 1059 strengthens oversight of self-insured employers and their third-party administrators in Washington State by requiring them to act in good faith when handling workers' compensation claims. It creates a new rule that allows the state director to withdraw a self-insurer's certification after three proven violations of good faith within three years (e.g., coercing workers to accept less compensation or hiding injury reports). Employers found violating this duty must pay penalties ranging from 1 to 52 times the worker’s average weekly wage, with investigations triggered by written complaints. The law applies to all workers’ compensation claims regardless of injury date and takes effect January 1, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentStrengthens oversight of self-insured employers to prevent coercion and hidden injury reports in workers' comp claims, directly protecting workers' compensation rights and safety standards.95% confidence

Sub-Topics Professional Licensing Workers' Compensation

Track

in committee · Washington · Senate Jan 12, 2026

SB 5119: Concerning collective bargaining for certain employees who are enrolled in academic programs at public institutions of higher education.

SB 5119 expands collective bargaining rights to student-employees enrolled in academic or certificate programs at Central Washington University, Eastern Washington University, Western Washington University, and The Evergreen State College. It allows these employees to collectively bargain over specific workplace issues like compensation and tuition remission waivers, but excludes topics such as tuition rates, academic calendars, class sizes, and termination for academic reasons. The bill specifies that bargaining units must cover only one institution and cannot include employees already covered under other state labor laws. This legislation directly affects student-employees working at these four public universities who are simultaneously enrolled in academic programs.

Topics ✓ EducationSupports EducationExpands bargaining rights for student-employees at public universities over compensation/tuition, supporting educational access and stability for student-workers without restricting academic policies.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands collective bargaining rights for student-employees over compensation and tuition remission, directly supporting workers' organizing rights in employment context.95% confidence

Sub-Topics Higher Education Collective Bargaining

Track

in committee · Washington · House Jan 12, 2026

HB 1843: Concerning students' eligibility to receive unemployment insurance benefits.

HB 1843 repeals a state law that previously disqualified students attending school or higher education from receiving unemployment insurance benefits. This change directly affects students who are enrolled in educational programs and seeking unemployment benefits due to job loss. The bill removes the barrier that prevented these students from qualifying for benefits solely based on their enrollment status. As a result, students meeting other eligibility criteria (like recent work history) would no longer be automatically disqualified for attending school. The bill passed the House committee with majority support in February 2025.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRepeals disqualification of students from unemployment benefits, expanding access to a vulnerable workforce group under employment standards.95% confidence

Sub-Topics Unemployment

Track

in committee · Washington · Senate Jan 12, 2026

SB 5378: Expanding access to grants within the paid family and medical leave insurance program for small school districts.

SB 5378 expands financial assistance for small school districts and small businesses under Washington’s paid family and medical leave program. It allows eligible employers (including second-class school districts and businesses with 50-150 employees) to receive up to $3,000 for hiring temporary workers during employee leave or up to $1,000 to cover extra wage costs from leave. Grants are limited to 10 per year per employer, require documentation linking costs to leave, and apply only to employees using the program. Small businesses (under 50 employees) receiving grants face three years of full premium assessments under the program.

Topics ✓ EducationSupports EducationProvides grants to small school districts for temporary staffing during employee leave, supporting operational continuity and teacher retention in K-12 education.90% confidence ✓ HealthcareSupports HealthcareExpands financial assistance for medical leave costs, improving access to healthcare services under Washington's paid leave program for eligible employers.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands grants for small employers to cover leave costs, enabling sustained paid family/medical leave benefits for workers under state program.90% confidence

Sub-Topics Insurance Paid Leave

Track

in committee · Washington · Senate Jan 12, 2026

SB 5447: Concerning wages for journeypersons in high-hazard facilities.

This bill requires employers in high-hazard facilities (like chemical plants or refineries) to pay skilled journeypersons at least the 75th percentile wage for their occupation and location, based on Washington state employment data. It defines "skilled journeyperson" as workers who either graduated from an approved apprenticeship program or have equivalent on-the-job experience. The rule applies to all high-hazard facility workers classified as journeypersons, not just those on public projects. The change takes effect January 1, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates 75th percentile wage for high-hazard journeypersons, strengthening wage standards and protecting worker compensation in dangerous workplaces.95% confidence

Sub-Topics Apprenticeships Labor Standards Workplace Safety

Track

in committee · Washington · House Jan 12, 2026

HB 1919: Modifying access to the working connections child care program.

HB 1919 expands eligibility for Washington’s Working Connections Child Care program to include employees of small businesses (defined as businesses with 50 or fewer employees). It gradually increases income thresholds for eligibility: from 60% to 75% of state median income (adjusted for family size) starting in 2029, and to 85% by 2031 if funding is available. The bill affects families with children under 13 (or under 19 with verified special needs or court supervision) who meet income requirements and other standard program criteria. Key provisions include aligning copayments with existing income-based models and ensuring eligibility for households receiving federal or state food assistance.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands child care access for low-income workers in small businesses, increasing eligibility and income thresholds to support employment stability and reduce work barriers.90% confidence

Tags Children

Track

in committee · Washington · House Jan 12, 2026

HB 1313: 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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires 60-day notice for mass layoffs/relocations, protecting workers' rights by mandating transparency and alternatives consideration before job loss.95% confidence

Track

in committee · Washington · House Jan 12, 2026

HB 1120: Determining state allocations for school staff salaries.

HB 1120 sets new minimum state salary allocation targets for school staff in Washington's basic education program, directly affecting all public school districts. It requires the state to gradually increase minimum salary allocations to reach $67,325 (adjusted for inflation from 2023-24) for classified staff (e.g., office, support roles) starting in the 2025-26 school year, with further increases to $99,164 for classified administrative staff by 2027-28. The bill mandates annual inflation adjustments and regional cost-of-living adjustments based on school district housing values, as specified in the annual budget. These changes aim to align state funding with actual staffing costs, replacing previous formulas that expired after the 2017-18 school year. The bill is currently pending in the Appropriations Committee after being prefaced in December 2024.

Topics ✓ Budget & TaxesSupports Budget & TaxesBill mandates increased state budget allocations for school staff salaries, directly funding public education through mandatory annual funding increases and inflation adjustments.95% confidence ✓ EducationSupports EducationMandates state funding increases for school staff salaries, setting minimum targets to reach $99,164 by 2027-28 with annual inflation adjustments.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentSets new minimum salary targets for school staff, mandating inflation-adjusted increases to $99,164 by 2027-28, directly advancing wage standards for public school workers.95% confidence

Sub-Topics State Budget School Funding

Track

in committee · Washington · House Jan 12, 2026

HB 1182: Granting interest arbitration to certain parks and recreation commission employees.

HB 1182 grants certain parks and recreation commission employees the right to use interest arbitration - a formal dispute resolution process - to settle disagreements over wages, hours, and working conditions when negotiations stall. It directly affects non-confidential park and recreation staff (excluding internal auditors) in Washington state, specifically those covered under chapter 41.06 RCW. The bill requires employers and unions to begin negotiations at least five months before the state budget is submitted, and if unresolved after 60 days, either party can request mediation or appoint an arbitrator by mutual agreement from a federal list. The arbitrator must consider factors like the agency’s budget, similar state employee pay, and retention needs, with decisions becoming binding unless appealed under existing law.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentGrants interest arbitration for wage/hour disputes, strengthening collective bargaining rights for park staff under RCW 41.06.90% confidence

Sub-Topics Public Employees

Track

signed · Washington · Senate Apr 29, 2025

SB 5191: Concerning paid family leave premium collection for dockworkers.

Substitute Senate Bill 5191 modifies the definition of "employer" within the state's paid family and medical leave law. It clarifies that representatives for employers of dockworkers are considered employers for the purpose of collecting paid family and medical leave premiums. This applies to dockworkers who typically work for several employers interchangeably under a collective bargaining agreement, ensuring premium collection for this specific group of workers.

Topics ✓ HealthcareSupports HealthcareClarifies employer definition to ensure paid family leave premiums for dockworkers, expanding access to healthcare-related benefits under medical leave law.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentClarifies employer definition to ensure dockworkers under collective bargaining receive paid family leave benefits, expanding access to worker protections and benefits.90% confidence

Sub-Topics Insurance Collective Bargaining Paid Leave