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.
SB 6058 modifies Washington's wage enforcement process by giving the Department of Labor & Industries more discretion in handling wage claims. It establishes a three-year limit on enforceable wage claims (counting from when a complaint is filed) and creates a $1,000 minimum civil penalty (up to $20,000) for willful violations, calculated as 10% of unpaid wages. Employers can avoid penalties by paying all owed wages plus interest within 10 business days of receiving a notice. This directly affects employers who owe wages, employees seeking unpaid pay, and the department's enforcement procedures. The bill updates existing laws without creating new wage rights.
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.
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.
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.
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.
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.
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.
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.
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.
