Washington Overtime Laws 2026

As of 2025, the state of Washington has raised its minimum wage rate, updated exemption thresholds, and added specific protections for various job categories. Let’s take a look at Washington’s overtime laws and how they align with the federal Fair Labor Standards Act (FLSA). 

Overview of Washington Overtime Laws 2026

Most cities in the state of Washington follow the state minimum wage rules. However, cities like Seattle have higher local rates. Exemption thresholds now scale with minimum wage and require higher overtime pay for exempt status than federal law. Here are the main points from your text, summarized in bullet form:

• Washington’s Minimum Wage Act requires overtime pay of 1.5x the regular rate for hours worked over 40 per week; no state daily overtime (except certain public projects).
  
• Most Washington cities follow the state minimum wage, but places like Seattle set higher local rates.
  
• State exemption thresholds (for who counts as exempt) are linked to the minimum wage and are higher than the federal FLSA thresholds.
  
• To be exempt from overtime in Washington, employees must meet stricter salary and duties requirements compared to federal rules.
  
• Unique exemption rules apply to computer professionals and certain industries under Washington law.

Latest Updates in Overtime law for Washington:

Eligibility for Overtime in Washington

In Washington, most non-exempt hourly and salaried workers qualify to receive overtime pay. To be considered as exempt, a worker must:

Non-Exempt Employees

• Most hourly and salaried workers who do not meet the exemption tests qualify for overtime pay (1.5x regular rate) for hours worked over 40 in a workweek.

Exempt Employees

• Must earn at least the state’s minimum salary threshold ($1,332.80/week for small employers; $1,499.40/week for large employers in 2026).

Others/Special Cases

• Employees in agriculture and some specific industries have special rules or are exempt from standard overtime
• Most employees must meet all three exemption tests: salary basis, salary threshold, and duties.
• If an employee fails any exemption test, they are classified as non-exempt and eligible for overtime.

Federal vs. Washington Overtime Rules

While the state has its own overtime regulations that go beyond the federal FLSA, many guidelines do overlap. For example, the Federal overtime law (FLSA) requires 1.5x pay for hours over 40 in a workweek. Washington matches this but has a higher exempt salary threshold, $77,968.80/year from 2025. Employees earning less than the threshold must get overtime, even if exempt under federal law.
Let’s take a look. 

Exemptions in Washington

Washington’s exempt employee categories include:

• Executive Employees: Individuals managing a business or department who supervise at least two full-time employees, have hiring/firing authority, and earn $1,332.80/week (small employers, 1-50 employees) or $1,499.40/week (large employers, 51+ employees) as of 2026 are exempt.
  
• Administrative Employees: Workers performing office/non-manual work related to management or general business operations who exercise discretion and independent judgment in significant decisions and meet the salary threshold are exempt.
  
• Professional Employees: Individuals requiring advanced knowledge gained through prolonged specialized intellectual instruction or those performing creative work in recognized artistic fields who meet the salary threshold are exempt.
  
• Computer/IT Professionals: Employees performing systems analysis, programming, software engineering, or IT management earning either the salary threshold OR at least $58.31/hour (3.5 times the state minimum wage as of 2026) are exempt regardless of employer size.
  
• Outside Salespersons: Employees who primarily conduct sales away from an employer’s premises qualify for exemption from overtime requirements.
  
• Agricultural and Dairy Workers: Employees engaged in agriculture and dairy industry work are exempt from Washington State overtime.
  
• Seasonal Employees: Workers at agricultural fairs and seasonal establishments are exempt from overtime pay.
  
• Transportation Workers: Truck or bus drivers subject to federal motor carrier requirements and airline personnel with voluntary shift trades are exempt.
  
• Motion Picture Projectionists and Seamen: Unionized motion picture projectionists and employees classified as seamen are exempt from overtime requirements.
  
• Salary Thresholds Scale Annually: Washington State thresholds are significantly higher than federal FLSA ($684/week) and increase annually through 2028, scaling at 2 to 2.5 times the state minimum wage, providing greater worker protections.

Employer Obligations and Employee Rights

In the state of Washington, employers must:

• Promptly pay overtime wages and clearly mention it on the pay stubs.
• Follow payment timelines and process salaries within the stipulated time period. 
• Thoroughly maintain the salary records as per employment terms and exemptions, and ensure all employees are paid on time.
• Ensure all employees get at least the applicable minimum wage, especially in cities that observe higher local rates.
• Protect workplace health and safety. Comply with the company’s paid sick leave policies, and prevent any kind of discrimination.
• Face penalties for wage theft, non-compliance with laws, and inaccurate record maintenance.
• Facilitate reporting of violations to the Washington Department of Labor & Industries (L&I).