Labor & Employment (Labor Standards)

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

Sub-Topics Gig Economy Labor Standards Minimum Wage

in committee · Washington · Senate Feb 2, 2026

SB 5852: Concerning immigrant worker protections.

SB 5852 requires Washington employers to notify workers and their representatives within 72 hours if a federal agency conducts an inspection of employment verification forms (I-9) or worker records. It mandates posting multilingual notices in workplaces and sending written notices to all current and recent workers (within the last three years), including details about the federal agency and inspection. The law aims to ensure immigrant workers are informed during federal immigration enforcement actions, with notices required in the five most commonly used non-English languages in the state. Employers must also provide affected workers with copies of federal inspection results. This applies to all Washington employers, including state agencies and businesses.

Topics ✓ ImmigrationSupports ImmigrationRequires employers to notify immigrant workers during federal inspections, ensuring transparency and protection during enforcement actions.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires employers to notify workers about federal inspections, protecting immigrant workers' rights during enforcement actions and ensuring transparency in workplace records.95% confidence

Sub-Topics Enforcement Sanctuary Policies Work Authorization Labor Standards

Track

in committee · Washington · House Feb 19, 2026

HB 2191: Concerning workers' wages and benefits in the construction industry.

HB 2191 requires owners and direct contractors to jointly pay unpaid wages and benefits (including health insurance, retirement contributions, and tool reimbursements) to construction workers when subcontractors fail to pay. It creates a direct legal path for workers, their representatives, or the attorney general to sue owners or direct contractors for withheld payments, rather than only pursuing subcontractors. The bill establishes a rebuttable presumption that workers are employees (not independent contractors), prevents liability waivers for nonpayment, and sets a 3-year deadline for filing claims. This directly affects construction workers, subcontractors, and higher-tier contractors across all project tiers in Washington state.

Topics ✓ HealthcareSupports HealthcareBill explicitly requires payment of health insurance benefits as part of worker compensation, directly protecting access to healthcare coverage for construction workers.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill ensures construction workers recover unpaid wages/benefits by making owners/direct contractors liable, directly protecting workers' rights and financial security.95% confidence

Sub-Topics Insurance Gig Economy Labor Standards

Track

signed · Washington · Senate May 12, 2025

SB 5104: Protecting employees from coercion in the workplace based on immigration status.

Substitute Senate Bill 5104 aims to protect employees in Washington state from workplace coercion based on their immigration status. The bill defines "coercion" as threatening to make an employee act against their legal rights, and "threat" as using an employee's or their family's immigration status to deter them from exercising their rights under state labor laws. It specifically addresses employers who use such threats to coerce employees regarding wage payment or labor condition requirements. This legislation amends existing law to include these protections and prescribes penalties for violations.

Topics ✓ ImmigrationSupports ImmigrationBill prohibits employers from threatening employees with immigration status to coerce labor rights compliance, directly protecting immigrant workers' rights under state labor laws.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill explicitly protects workers' rights by prohibiting coercion based on immigration status, preventing employers from deterring employees from exercising labor rights under state law.95% confidence

Sub-Topics Labor Standards

signed · Washington · Senate May 20, 2025

SB 5408: Allowing for corrections to wage and salary disclosures.

Senate Bill 5408 amends existing law to allow for corrections to wage and salary disclosures by employers with 15 or more employees. The bill requires these employers to include wage scales, salary ranges, or fixed amounts, along with a general description of benefits, in job postings and provide this information for internal transfers or promotions upon request. A key provision allows employers, until July 27, 2027, to correct a non-compliant posting within five business days of receiving written notice to avoid penalties. Job applicants or employees may pursue administrative remedies or a private civil action for uncorrected violations, seeking statutory damages and other relief.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates wage transparency in job postings for 15+ employee employers, advancing worker rights by enabling informed salary negotiations and reducing pay secrecy.90% confidence

Sub-Topics Labor Standards

in committee · Washington · House Jan 12, 2026

HB 1739: Regulating the use of self-service checkout stations.

HB 1739 regulates self-service checkout stations in Washington state grocery stores over 15,000 square feet. It requires stores to offer at least one manual checkout station for every customer when self-service is available, limit self-service transactions to 15 items (with visible signage), and ensure one employee monitors no more than two self-service stations at a time while relieved from other duties. Stores must also include self-service checkout in workplace hazard analysis for safety programs. The law exempts discount warehouses selling primarily bulk items and imposes daily civil penalties of $100 (capped at $10,000) for violations.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires employee monitoring of self-service stations and includes them in workplace hazard analysis, directly improving safety protocols for workers.85% confidence

Sub-Topics Labor Standards

Track

in committee · Washington · Senate Jan 12, 2026

SB 5468: Concerning collective bargaining for agricultural cannabis workers.

SB 5468 would grant agricultural cannabis workers who cultivate, grow, harvest, or produce cannabis on farms the right to form unions and negotiate wages and working conditions through Washington’s Public Employment Relations Commission (PERC). The bill establishes a process for these workers to choose a bargaining representative via PERC-administered elections, requiring 30% employee support to trigger a vote. It specifically covers farm-based cannabis production workers but excludes supervisors with hiring authority. This creates the first formal collective bargaining framework for agricultural cannabis workers in Washington state.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill explicitly grants agricultural cannabis workers collective bargaining rights through PERC, directly advancing worker organizing and wage negotiation rights per Labor & Employment criteria.95% confidence

Sub-Topics Collective Bargaining Labor Standards

Track

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

Sub-Topics Labor Standards

Track

in committee · Washington · Senate Jan 12, 2026

SB 5634: Improving accessibility of community solar projects in Washington state.

SB 5634 aims to make community solar projects more accessible in Washington by updating definitions and requirements for project administrators. It requires projects over 199 kilowatts to meet labor standards (like prevailing wages and apprenticeship use) and reserves 50% of incentives for smaller projects (≤199 kW). The bill also mandates that at least 50% of incentive payments must support low-income subscribers, verified through confidential income checks. These changes directly affect community solar companies, project administrators, and subscribers - especially low-income households and smaller community projects. The law modifies existing rules to prioritize equitable access and workforce standards in solar program participation.

Topics ✓ Budget & TaxesSupports Budget & TaxesMandates 50% of incentives for low-income subscribers, directing state funds toward essential energy access programs per bill's incentive allocation requirements.95% confidence ✓ EnergySupports EnergyReserves 50% incentives for smaller solar projects and mandates 50% of payments for low-income subscribers, expanding renewable energy access and equity.95% confidence ✓ EnvironmentSupports EnvironmentBill promotes community solar (clean energy) by reserving 50% of incentives for smaller projects and low-income subscribers, advancing renewable energy adoption and environmental goals.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires prevailing wages and apprenticeships for large community solar projects, directly strengthening labor standards in renewable energy sector.95% confidence

Sub-Topics Solar Apprenticeships Labor Standards

Track

in committee · Washington · Senate Feb 26, 2026

SB 5437: Prohibiting noncompetition agreements and clarifying nonsolicitation agreements.

Washington State's SB 5437 prohibits all noncompetition agreements (like clauses restricting employees from working in their field after leaving a job) for most workers, making them void and unenforceable. It directly affects employees and independent contractors by removing these restrictions, while allowing narrowly defined nonsolicitation agreements (which prevent poaching customers or coworkers) but not broadly restricting work. Employers must notify current and former workers about the void status of noncompete clauses by October 1, 2025. The law also prohibits employers from enforcing, threatening to enforce, or entering into prohibited agreements, with penalties for violations.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits noncompetition agreements, enhancing worker mobility and rights by removing restrictive clauses that limit post-employment opportunities.95% confidence

Sub-Topics Gig Economy Labor Standards

Track