HB 2218 establishes a state-approved network of healthcare providers for workers' compensation cases in Washington. It requires injured workers to choose a provider within 15 miles of home for initial care (with non-network visits limited to emergencies), prohibits employers from directing workers to specific clinics, and sets quality standards for network inclusion (e.g., malpractice insurance, licensing status). The bill creates a second tier of providers recognized for using advanced occupational health practices, with financial incentives for meeting these standards. This directly affects injured workers, healthcare providers seeking to treat workers' compensation cases, and employers managing claims.
HB 2392 requires building and construction contractors working at specific hazardous facilities - including pulp mills, power plants, and nuclear facilities - to use a "skilled and trained workforce" for all on-site construction work in apprenticeable trades. This means contractors must ensure their on-site workers are either registered apprentices or skilled journeypersons (with at least 30% of journeypersons being apprenticeship graduates by 2027, rising to 60% by 2028) and have completed 20 hours of approved safety training within the prior three years. The law applies to contracts awarded on or after January 1, 2027, with limited exemptions for owner-employees, temporary workforce shortages, and emergencies. It directly affects contractors performing work at covered facilities, aiming to standardize workforce qualifications and safety training for high-risk environments.
This bill establishes a state-created network of healthcare providers for workers' compensation cases in Washington. It requires the Department of Labor to set minimum standards for providers (like malpractice insurance and no disciplinary actions) to join the network, and creates a higher-quality "second tier" for providers using occupational health best practices. Injured workers gain the right to choose their initial provider (except in emergencies), and employers cannot steer them toward specific clinics; if no network provider is within 15 miles, workers can access non-network care with guaranteed payment under the department’s fee schedule. The bill directly affects injured workers, employers (including self-insurers), and healthcare providers seeking to treat workers’ compensation cases.
HB 2189 lowers the age requirement for voluntary workers' compensation settlements from 50 to 40 years old for workers with self-insured employers, directly affecting those under 50 who currently cannot use this option. The bill maintains the existing 50-year threshold for state fund claims but aligns self-insured settlement eligibility with 44 other states that allow settlements for workers over 18. Key mechanisms include keeping the 180-day waiting period before settlement, requiring board approval, and mandating a review by an industrial appeals judge if a worker is unrepresented by an attorney. The bill preserves the same settlement structure - covering all benefits except medical care - with options for lump-sum or structured payments based on state wage averages.
SB 5869 requires Washington construction inspectors to notify employers or owners within 10 working days when an immediate hazard causing potential worker injury is found during an on-site inspection. This applies only to inspections of construction worksites (classified under NAICS 236) and expires June 30, 2026. The bill does not change existing safety standards but mandates this specific notification process, which employers must still address through their existing safety programs. By December 1, 2026, the Department of Labor must report to the legislature on cases where timely notice wasn’t provided and the reasons for non-compliance.
HB 2107 requires Washington construction site inspectors to provide employers or owners with written notice within 10 working days when they identify an immediate safety hazard during inspections that could cause worker injury. This applies specifically to residential building and general construction projects under the North American Industry Classification System. The law, effective until June 30, 2026, mandates this notice but does not change inspectors' existing authority or the employer's obligation to correct hazards. It also requires the Department of Labor to report by December 1, 2026, on instances where timely notice wasn't given and the reasons for non-compliance.
SB 5336 requires employers (including hotels, retail stores, security companies, and property services contractors) to implement specific protections for "isolated employees" - workers like janitors, security guards, and hotel housekeepers who spend most of their time working alone. Key provisions mandate employers to adopt sexual harassment policies, provide mandatory training on preventing harassment and using panic buttons, supply panic buttons to isolated employees, and maintain records of training and button usage. Employers must also submit annual reports on training and work locations to the Department of Labor and Industries. Violations can result in civil penalties of up to $10,000 per repeat willful offense, with enforcement handled through department investigations and citations.
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.
SB 5756 amends Washington State law to strengthen penalties for employers violating safety and health rules for minor workers (under 18). It establishes tiered civil fines starting at $100 for minor permit violations, up to $71,000 for violations causing serious harm or death, with higher penalties for repeat offenses. Employers with three or more violations in two years face a 12-month ban on obtaining minor work permits. The bill also allows immediate workplace safety orders when a minor’s life is at risk and requires annual inflation adjustments to penalty amounts starting in 2027. It directly affects employers hiring minors who fail to comply with work permit, hours, break, or safety requirements.
SB 5162 requires Washington health care facilities (like hospitals and clinics) to create and annually update safety plans addressing workplace violence risks. These plans must cover security systems, staffing patterns, incident reporting, employee training, and specific high-risk areas like parking lots. Facilities must investigate every violent incident, analyze causes (including staffing levels), and submit quarterly reports to safety committees with de-identified data and recommendations for improving prevention. The law directly affects health care workers and facilities by mandating concrete safety measures and accountability for workplace violence incidents.
