Washington State Paid Sick and Safe Leave
A comprehensive guide to Washington State's Paid Sick and Safe Leave law, outlining key rights for employees and responsibilities for employers, including 2024 updates effective January 1, 2025.
Key Ideas
Washington State mandates paid sick leave for most employees.
Recent 2024 updates expand eligible family members and acceptable reasons for leave.
Employees earn at least one hour of paid sick leave per 40 hours worked.
Employers must notify employees about their rights and maintain compliance.
Employers cannot retaliate against employees for using their leave.
Since January 1, 2018, Washington State has required most employers to provide paid sick leave to their workers. This landmark legislation was part of Initiative 1433, approved by voters in 2016, and significantly expanded worker rights across the state. Now, with the passage of new legislation in 2024, the state has broadened the definitions and allowable uses for paid sick leave, reinforcing its commitment to public health and worker protections. The new provisions take effect on January 1, 2025.
This blog post serves as a clear and accessible guide for both employees and business professionals. We’ll break down what the law requires, what’s changing, and what you need to do to comply—or take advantage of—this important workplace right.
What Is Paid Sick and Safe Leave?
Washington’s paid sick leave law entitles employees to earn paid time off to take care of their own health, the health of family members, and other safety-related matters. This law is not optional—it's a requirement for almost all employers in the state.
Who Is Covered?
Nearly all employees are covered by the law, regardless of whether they are full-time, part-time, temporary, or seasonal workers. There are only limited exceptions for certain types of professional employees such as doctors, lawyers, and high-level executives who meet specific criteria under the state’s Minimum Wage Act.
Stat: As of 2023, over 1.8 million workers in Washington were eligible for paid sick leave benefits (Washington State Department of Labor & Industries).
Earning Paid Sick Leave
Employees begin accruing paid sick leave from their first day of employment. Here's how it works:
You earn at least one hour of paid sick leave for every 40 hours you work.
Employers may choose to offer more generous accrual rates.
Unused leave (up to 40 hours) must carry over to the next year.
Employers must pay sick leave at your normal hourly wage.
Example: If you work 40 hours per week, you will earn approximately 1.3 days of paid sick leave each month.
When Can You Use Paid Sick Leave?
Employees can begin using their earned leave 90 days after their first day on the job. Eligible uses include:
For your own illness, injury, or health condition.
To care for a family member with an illness or who needs medical care.
When your child’s school or your workplace is closed for health-related reasons.
If you need time off for reasons covered by the Domestic Violence Leave Act (DVLA).
New in 2024: Expanded Family Definitions and Leave Uses
Effective January 1, 2025, Washington State has broadened the scope of the law in two key areas:
1. Expanded Definition of Family Member
You can now use paid sick leave to care for a wider range of individuals:
Children (biological, adopted, foster, stepchildren, or those under your legal care)
Parents (biological, adoptive, foster, stepparents, or those who were your guardians)
Siblings
Spouses and state-registered domestic partners
Grandparents and grandchildren
Other individuals who regularly reside in your home and depend on you for care
2. Broader Situations for Use
You may also use paid sick leave for any:
Public health closures ordered by state or local governments or the federal government
Preventive care, medical diagnoses, and treatment for physical or mental health
Absences related to domestic violence, sexual assault, or stalking, as defined under the DVLA
Anecdote: A Seattle-based retail worker shared, "When my son’s daycare closed due to a flu outbreak, I didn’t have to worry about missing a paycheck thanks to the sick leave law. The new updates will only help more families like mine."
Your Rights as an Employee
Employees are protected under the law in several critical ways:
You cannot be forced to find a replacement or cover your shift to use sick leave.
Your job is protected when you use earned paid sick leave.
Employers cannot retaliate against you for using your leave or filing a complaint.
You are entitled to a monthly notice showing accrued, used, and remaining leave.
Quote: “Paid sick leave is not just a benefit—it’s a public health strategy,” says Jane Rowe, labor policy analyst.
What Employers Must Do
Notification Requirements
All Washington employers must provide:
A one-time written notice (paper or digital) explaining sick leave rights.
A monthly statement showing earned, used, and available sick leave.
Policy Implementation
Employers must implement a policy that meets or exceeds minimum requirements:
Accrual: 1 hour per 40 hours worked.
Compensation: Normal hourly wage.
Carryover: Up to 40 hours per year.
Eligibility: Begin use after 90 days of employment.
A written policy is required if the employer asks for verification (e.g., a doctor’s note) for absences longer than three days.
Flexibility Allowed
Employers may:
Provide more generous benefits than the minimum requirements.
Let employees voluntarily trade shifts instead of using sick leave.
Pay out leave balances upon separation (not required unless under collective bargaining agreement).
Additional Considerations
If an employee is rehired within 12 months, prior sick leave balances (up to 40 hours) must be reinstated.
Construction workers must be paid out for unused sick leave upon separation.
Employers in cities like Seattle or Tacoma may be subject to local ordinances with stricter requirements.
Resource: WA Paid Sick Leave FAQ - Department of Labor & Industries
What If Your Rights Are Violated?
Employees who believe their rights are being violated can file a complaint with the Washington State Department of Labor & Industries (L&I):
Online: File a Workplace Rights Complaint
Mail: Use the printed Worker Rights Complaint Form and send it to your regional L&I office.
Employers found to be in violation may face fines, penalties, or legal action.
Tips for Employers
Review Your Policies: Ensure current policies align with the updated 2025 requirements.
Train Managers: Educate HR and supervisors on proper enforcement.
Update Notices: Revise all onboarding and internal documentation.
Consult Legal Experts: To reduce risk, seek guidance for complex cases or multi-jurisdictional compliance.
Key Takeaways
Paid sick leave is mandatory for nearly all Washington State employees.
Employees earn at least 1 hour of leave for every 40 hours worked.
New rules effective January 1, 2025, expand family member definitions and leave usage.
Employers must notify and track leave for their employees.
Violations can lead to complaints, fines, and reputational damage.