WASHINGTON - As Washington state enters 2026, several significant legislative updates and labor regulations are set to take effect on January 1. These changes are primarily focused on worker safety, expanding civil rights protections, and adjusting for the State high cost of living.
Here are five of the most impactful new laws and regulations taking effect in Washington this January.
1. Statewide Minimum Wage Increase to $17.13
Washington continues to have one of the highest state-level minimum wages in the country. Based on annual inflation adjustments, the wage floor will increase on New Year's Day.
- The New Rate: Starting January 1, the statewide minimum wage increases to $17.13 per hour for workers 16 and older.
- Local Highs: Residents in certain cities will see even higher rates. For example, Seattle's minimum wage will increase to $21.30 per hour, while Bellingham's will rise to $19.13 per hour.
- Overtime Threshold: This change also pushes the minimum salary for "overtime-exempt" workers to $80,168.40 per year, or $1,541.70 per week.
2. "Panic Buttons" for Isolated Workers (HB 1524)
In a significant victory for workplace safety, House Bill 1524 officially takes effect on January 1, requiring employers to provide emergency communication devices to "isolated employees."
- Who it covers: This law explicitly targets those who spend most of their shift working alone or in locations where they cannot easily signal for help, such as janitors, hotel housekeepers, security guards, and room-service staff.
- The Requirement: Employers must provide a "panic button" or similar silent alarm that allows the worker to summon immediate assistance. Companies must also maintain records of training and distribution of these devices.
3. Leave Protections for Hate Crime Victims (SB 5101)
Washington is expanding its Domestic Violence Leave Act (DVLA) to include a new category of protected individuals. Starting January 1, Senate Bill 5101 extends job-protected leave to victims of hate crimes.
- The Expansion: Previously, the DVLA only covered victims of domestic violence, sexual assault, or stalking. Now, victims of hate crimes can also take leave for legal proceedings, medical treatment, or safety planning.
- Employer Mandate: Businesses cannot fire or retaliate against an employee for taking time off to recover from a hate crime-related trauma or to seek justice.
4. Phased Expansion of PFML Job Protection
The State Paid Family and Medical Leave (PFML) program undergoes a critical shift this January, significantly broadening the number of workers guaranteed their jobs back upon returning from leave.
- Lower Threshold: Starting January 1, 2026, the employer-size threshold for mandatory job protection drops from 50 to 25 employees.
- Worker Eligibility: The required tenure for an employee to qualify for job restoration is also reduced from 12 months to 180 days.
- Minimum Claim Time: To offer more flexibility, the minimum duration for a PFML claim will drop from eight hours to four hours.
5. TNC Vehicle & Receipt Transparency (HB 1332)
New rules for Transportation Network Companies (TNCs), such as Uber and Lyft, aim to provide more clarity for both drivers and passengers.
- Vehicle Clarity: Starting January 1, TNCs must provide drivers with detailed information on which specific vehicles (by make and model) are eligible for each production class (e.g., Comfort, XL).
- Data Access: When a driver requests their trip receipt data, the TNC is now legally required to deliver a downloadable, searchable file within three business days, ensuring drivers can accurately track their earnings and mileage for tax purposes.
Additional 2026 Updates
Beyond these five laws, Washington is also moving forward with new "Clean Fuel" standards that will accelerate carbon reduction requirements for transportation fuels. Additionally, many small businesses will be preparing for the July 2026 rollout of the "Fair Chance Act" amendments, which will further restrict how and when employers can ask about a job applicant's criminal history.