New Legal Changes in Employment for Washington State, 2025
Guide for Healthcare Overtime Policies in Washington
Prepare to review your hospital's overtime guidelines and seek legal advice to maintain compliance with the upcoming legislative adjustments in Washington state.
In 2025, new labor laws will be introduced, reshaping employment across the region. To get you up to speed:
Minimum Wage
- $16.66 per hour for workers aged 16 and above.
- $14.20 per hour for employees aged 14 to 15.
Overtime Exemption
The salary threshold for exemption from overtime pay has been raised, with minor differences for employers of varying sizes:- Employers with 50 or fewer employees can set the threshold to $1,332.80/week.- Employers with more than 50 employees should have a threshold of $1,499.40/week.
Non-Compete Agreements
Non-compete agreements can only be enforced on employees earning over $123,394.17/year, or independent contractors making $308,485.43/year.
Employer Incentives
The maximum reimbursement for both "Stay at Work" and "Preferred Worker Programs" has been increased to $25,000/claim.
Paid Leave
Sick Leave
- Workers may now take paid sick leave to assist family members requiring care due to an illness.
- Companies must offer one hour of paid sick leave for every 40 hours worked, following 90 days of employment.
- Employees can accumulate up to 40 hours of paid sick leave per year.
Family/Medical Leave
Employers pay 28.48% of the premium for this leave, with rates set at 0.92%. If an employee is absent for more than three days, verification may be requested, but it should not impose an undue burden. Unused sick leave cannot be paid out unless the employee works in construction, and rehired employees will have their unused leave reinstated in full if they return within 12 months.
Rideshare Drivers
In Seattle, rideshare drivers earn at least 68 cents per minute, with additional incentives based on mileage or trip totals. Elsewhere in the state, this rate drops to 39 cents per minute. This does not apply to food delivery services.
Deactivation Protection
Algorithmically managed workers must be given a 14-day notice before deactivation, unless there is gross misconduct. Both parties have the right to challenge deactivations and provide evidence within 90 days of receiving notice.
For healthcare workers directly involved in patient care, mandatory overtime is regulated, with four exceptions: emergencies, pre-scheduled on-call duties, staffing shortages despite reasonable efforts, and completing a patient's procedure. Hospitals must document efforts to avoid overtime and face potential fines of up to $5,000 for noncompliance. Employees are encouraged to file complaints with L&I in such cases.
These updates are part of a broader labor standards package recently passed, focusing on mandatory overtime, uninterrupted meal and rest breaks, staffing plans, and retaliation protections for healthcare workers. Specific penalties for noncompliance will be enforced by the Washington State Department of Labor & Industries from July 1, 2026.
In light of the upcoming labor law changes in 2025, it would be beneficial for healthcare workers to research their institution's sports schedules, as they might need to adjust their overtime availability to accommodate game days.
During health fairs or wellness programs at hospitals, it would be advisable to provide information on the changing weather patterns in the region, as the adjustments in overtime policies might be influenced by unfavorable weather conditions for outdoor activities.
