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Washington Employment Law Compliance Guide for Small Businesses
Very High Complexity
Washington prohibits tip credits, requires paid sick leave, paid family and medical leave (funded by payroll tax), pay transparency in all job postings, and predictive scheduling for large retail/food service employers in Seattle. Washington also has strong non-compete restrictions and broad anti-discrimination protections.
Key Numbers
TIPPED WAGE
No tip credit allowed
Compliance Requirements
⚠Pay Transparency Required
Salary ranges must be included in job postings, including internal promotions. Non-compliance triggers fines and private lawsuits.
⚠Paid Leave Mandatory
Employers must provide paid sick leave (and potentially paid family/medical leave). You must track accrual, provide notice, and display updated workplace posters.
⚠Predictive Scheduling Law
Covered employers in retail, food service, and hospitality must provide 14-day advance schedule notice. Changes within the window trigger premium pay.
⚠No Tip Credit Allowed
Washington prohibits tip credits. All tipped employees must receive the full state minimum wage of $16.66 before tips.
Federal Thresholds That Apply in Washington
These federal requirements apply to all Washington employers based on headcount:
1+ employees: FLSA (wage and hour), IRCA (I-9 verification), EPPA (polygraph), USERRA (military leave)
15+ employees: Title VII (discrimination), ADA (disability), GINA (genetic information), Pregnant Workers Fairness Act
20+ employees: ADEA (age discrimination), COBRA (health continuation)
50+ employees: FMLA (12 weeks unpaid leave), ACA (affordable health coverage or $2,880/employee penalty), EEO-1 reporting
100+ employees: WARN Act (60-day notice for mass layoffs)
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This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a licensed attorney for advice specific to your business. Last updated March 2026.