Washington State enacted several important changes to its leave laws that business owners need to understand and act on. These updates—some already in effect and others coming January 1, 2026—impact employee rights and employer responsibilities under the Paid Family and Medical Leave (PFML) program, sick leave policies, and accommodations for victims of hate crimes and bias incidents. Employers must review and revise their leave policies to remain compliant and support their workforce.
Under HB 1213, Washington’s PFML program is significantly updated. First, the program will expand job restoration rights to employees who have worked for the same employer for 180 days, regardless of hours worked. This phased rollout begins January 2, 2026, for employers with 25 or more employees, and gradually includes smaller employers through 2028. In addition, the law introduces new rules for stacking PFML and FMLA leave, notification requirements, and reinstatement procedures. Employers must maintain health insurance coverage during protected leave and prepare for audits by the Employment Security Department. For many employers, these changes will require adjustments to existing written leave policies.
SB 5101 broadens protections for employees who are victims of hate crimes and bias incidents, adding to existing coverage for domestic violence, sexual assault, and stalking. Starting January 1, 2026, affected employees may take reasonable leave—paid or unpaid—for legal, medical, and safety-related needs. Employers must provide reasonable accommodations unless doing so causes undue hardship, and may request verification using a wide range of acceptable documentation.
Effective July 27, 2025, HB 1875 expands the use of paid sick leave to include participation in immigration proceedings for employees and their family members. Employers may request verification but must avoid collecting personally identifiable information about immigration status. This change underscores the importance of updating sick leave policies and training HR teams on new verification standards.
These legislative updates reflect Washington’s commitment to expanding employee protections and ensuring workplace fairness. Business leaders should act now to review their leave policies, train managers, and prepare for compliance.
These legal changes are nuanced and require a view toward both legal and operational demands – how do they fit into your current policies and philosophy? Equinox can help you understand the nuance and update your policies for operational and legal requirements — please reach out with questions.
