Washington State Employment Law — full calculator

Frequently Asked Questions

• What are Washington State's overtime rules in 2026?

  Washington follows the FLSA 40-hour/week overtime threshold with a 1.5× rate. The key state-specific deviation is the salary exemption threshold: $1,541.70 per week ($80,168.40/year) in 2026, compared to just $684/week under federal law. Salaried employees earning below $1,541.70/week cannot be classified as overtime-exempt in Washington, even if they would qualify for exemption under federal FLSA rules.

• When must Washington employers issue a final paycheck?

  Washington employers must pay all earned wages on or before the next regularly scheduled payday after the employee's last day of work. This deadline applies whether the employee was fired, laid off, or resigned voluntarily (RCW 49.48.010, as of 2026). There is no faster deadline for termination vs. resignation under Washington law.

• What is the penalty for a late final paycheck in Washington?

  If an employer willfully withholds wages that are clearly owed — including a final paycheck — the employee may recover twice the amount of the unpaid wages (double damages), plus court costs and reasonable attorney fees, under RCW 49.52.070 (as of 2026).

• Are non-compete agreements enforceable in Washington State?

  Non-compete agreements in Washington are void and unenforceable unless the employee earns more than $126,858.83 per year (or $317,147.09 per year for independent contractors) from the employer seeking enforcement (RCW 49.62, as of 2026). Agreements with a duration exceeding 18 months are presumed unreasonable and require clear and convincing evidence to enforce.

• Does Washington require meal and rest breaks?

  Yes. Washington mandates a 30-minute unpaid meal break that must begin before 5 consecutive hours of work. Employees are also entitled to a 10-minute paid rest break for every 4 hours worked, scheduled as close as possible to the midpoint of each 4-hour block. No employee may work more than 3 consecutive hours without a rest break. The FLSA is silent on breaks — Washington's mandate is a state-law addition (WAC 296-126-092, as of 2026).

• What is Washington State's paid sick leave law?

  Washington requires employers to provide at least 1 hour of paid sick leave for every 40 hours worked (RCW 49.46.210, as of 2026). There is no equivalent federal mandate. Employees may carry over up to 40 hours of unused sick leave annually. Leave begins accruing on the first day of work but cannot be used until after 90 calendar days of employment.

• What is the minimum wage in Washington State for 2026?

  Washington's statewide minimum wage is $17.13 per hour in 2026 — more than double the federal floor of $7.25/hour. Washington prohibits tip credits, so tipped workers must receive the full $17.13/hour in addition to any tips. Minors ages 14–15 may be paid 85% of minimum wage ($14.56/hour in 2026). Some cities, including Seattle, have higher local minimums.

• Does Washington State have a tip credit?

  No. Washington does not allow employers to apply a tip credit toward the minimum wage. All employees, including tipped workers, must be paid the full statewide minimum wage of $17.13/hour in 2026. Tips belong entirely to the worker and cannot be counted toward the wage obligation.

• How does Washington's overtime exemption threshold compare to the federal FLSA?

  Washington's 2026 salary threshold of $1,541.70/week is more than twice the federal FLSA threshold of $684/week. This means many salaried employees who would be exempt from overtime under federal law are still entitled to overtime pay in Washington. Washington employers must follow whichever standard provides greater protection to the employee.

• Where can I find official Washington State labor law information?

  The Washington State Department of Labor & Industries (L&I) at lni.wa.gov is the primary official source for labor law guidance in Washington. L&I enforces wage, overtime, sick leave, break, and non-compete rules, and accepts workplace rights complaints from employees.