Washington Leave Laws Mandates
Washington’s leave framework layers state protections on top of the federal Family and Medical Leave Act (FMLA). Two statewide programs anchor those protections: Paid Sick Leave (PSL) and Paid Family & Medical Leave (PFML).
Paid Family and Medical Leave (PFML) is a state-run insurance benefit that lets most workers take up to 12 weeks of paid time off for their own serious health condition, a qualifying family member’s condition, bonding with a new child, or certain military events. State law in Washington provides more generous benefits than federal rules; employers must meet whichever standard offers the employee greater protection.
Washington Paid Sick Leave Law
Under Washington’s Paid Sick Leave (PSL) law, almost every hourly, part-time, seasonal, and temporary employee earns paid sick time at a minimum rate of one hour for every 40 hours worked, beginning on the first day of employment.
Although most salaried “white-collar” roles are exempt, everyone else can start using accrued hours after 90 calendar days on the job. Up to 40 unused hours automatically roll over into the next accrual year—employers may allow more.
Leave can be taken for the employee’s own illness or injury, to care for a family member, for preventive medical appointments, during a public-health closure, or for any circumstance covered by the Domestic Violence Leave Act. When time is used, it must be paid at the worker’s regular hourly rate.
Washington Paid Family and Medical Leave (PFML)
Washington’s Paid Family and Medical Leave (PFML) program functions like a public short-term disability and family-care insurance plan.
Any employee who has recorded at least 820 work hours in Washington during the qualifying period can claim benefits. Eligible workers may take up to 12 weeks of medical leave for their own serious health condition or family leave to bond with a new child or care for an ill family member.
A combined ceiling of 16 weeks applies when both leave types are used in the same year, increasing to 18 weeks if pregnancy-related complications occur. Weekly benefits replace up to 90 % of a lower-wage worker’s average earnings, ranging from $100 to $1,000 in 2025.
Domestic Violence, Sexual Assault, and Stalking Leave
All employees, regardless of employer size, may take “reasonable” paid or unpaid time off to seek medical attention, legal help, relocation, safety planning, or other services for themselves or qualifying family members. The leave is job-protected, and workers may request safety accommodations.
Military Family Leave Act
An employee who works 20 hours or more per week and whose spouse is deployed during a military conflict is entitled to up to 15 days of job-protected leave per deployment. Leave may be taken before or during deployment and can be paid, unpaid, or a mix of both.
Pregnancy Disability Leave (under WLAD)
For businesses with eight or more employees, a pregnant worker is entitled to leave for the period certified by her health-care provider as a pregnancy-related disability. This is separate from, and can run before or after, PFML bonding leave.
Jury Duty Leave
Employers must provide sufficient unpaid time off for employees summoned to jury service and may not fire or harass them for serving. Violations can result in civil damages and misdemeanor liability.
Washington Leave Laws, Eligibility and Duration
| Type of Leave | Eligibility | Duration & Description |
|---|---|---|
| Paid Sick Leave | Nearly all employees statewide | Accrues 1 hour per 40 hours worked; up to 40 hours can carry over each year; usable after 90 days for health, family-care, public-health, or domestic-violence reasons. |
| Paid Family and Medical Leave | Employees with ≥ 820 hours worked in the qualifying period | Up to 12 weeks medical or family, 16 weeks combined, 18 weeks with pregnancy complications; partial-wage replacement $100–$1,000 weekly. |
| Pregnancy Disability Leave | Workers in firms with 8+ employees experiencing pregnancy-related disability | Leave for the medically certified period of disability; job-protected; may run before/after PFML bonding leave. |
| Military Family Leave | Employees averaging 20 h/week whose spouse is on active duty | Up to 15 days per deployment; may be taken prior to or during deployment; job-protected. |
| Domestic Violence Leave | All employees statewide | Reasonable leave (paid or unpaid) for medical, legal, safety, or relocation needs related to domestic violence, sexual assault, or stalking. |
| Jury Duty Leave | All employees summoned for jury service | Unpaid leave for the required service period; employers may not discharge or harass employees for serving. |
Other State Specific Leave
Washington offers several state-specific leaves:
- Washington Family Care Act (FCA): Employees may tap any accrued paid leave to care for a child or other qualifying family member with a serious or emergency health condition.
- School Activities Leave: Parents and guardians are entitled to up to four hours of unpaid time off every 12 months to attend or participate in a child’s school or licensed-child-care activities.
- Hate Crime Victim Leave (effective Jan 1 2026): A 2025 amendment to Washington’s Domestic Violence Leave Law (SB 5101) expands coverage to workers—or their family members—who are victims of a hate crime, including offenses committed online.
HR Compliance : Notice and Documentation Requirements
| Leave Type | Notice Required / When the Worker Must Tell Employer | Documentation / What the Employer May Ask For |
|---|---|---|
| Paid Family and Medical Leave (PFML) | Written notice 30 days in advance | Application plus the relevant state certification form or proof of birth/adoption/foster placement |
| Paid Sick Leave (PSL) | “Reasonable notice” under the employer’s policy | Verification only for absences that exceed three consecutive workdays |
| Pregnancy-Related Disability Leave | Same advance-notice rules and timelines the employer applies to other short-term disabilities | A health-care provider’s statement confirming the period of pregnancy-related disability |
| Domestic Violence / Sexual Assault / Stalking Leave | Advance notice if safe and practicable; otherwise, within one day of starting leave or later if circumstances made earlier notice impossible | At the employer’s request, one of several documents issued within a reasonable timeframe |
| Military Family Leave Act | Notice of the intent to take leave within five days of receiving official deployment orders | Copy of the military orders or other official notice confirming the deployment |
| Jury Duty Leave | Promptly after receiving a jury summons | Copy of the summons or other court documentation |
