Last updated: 2026-08-23.
Statewide MandateHow Washington's real statutory thresholds apply to specific employer profiles. Each section re-frames the state law above for one audience — the underlying figures never change, only the lens does.
For employers with fewer than 15 employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Size note: Your obligation turns on the threshold "1 employee". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For employers with 50 or more employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Size note: Your obligation turns on the threshold "1 employee". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant, café, and food-service operators: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including restaurants & food service, use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For retail stores, shops, and chains: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including retail employers, use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For clinics, hospitals, and healthcare staffing: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including healthcare employers, use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For hr teams onboarding new employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Size note: Your obligation turns on the threshold "1 employee". The Compliance Checker applies your headcount automatically. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant and food-service operators with fewer than 15 employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including small restaurants (under 15 employees), use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For restaurant groups and chains with 50 or more employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including large restaurants & chains (50+ employees), use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For retail stores and shops with fewer than 15 employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including small retail (under 15 employees), use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For retail chains with 50 or more employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including large retail & chains (50+ employees), use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For clinics and healthcare practices with fewer than 15 employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including small healthcare (under 15 employees), use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
For hospitals and healthcare systems with 50 or more employees: Washington requires paid sick leave for 1 employee. 3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane. Source: https://www.lni.wa.gov/; retrieved 2026-08-23.
Industry note: The law is industry-neutral — all covered employers, including large healthcare systems (50+ employees), use the same statewide thresholds: 1 employee, accrual 1 hour per 40 hours worked, cap No cap; carryover up to 40 hrs. Use the Compliance Checker to apply your headcount to the correct rule.
| Requirement | Detail |
|---|---|
| Statewide mandate | Yes |
| Employer threshold | 1 employee |
| Accrual rate | 1 hour per 40 hours worked |
| Max accrual / year | No cap; carryover up to 40 hrs |
| Paid or unpaid | paid |
| Carryover | Yes (up to 40 hrs) |
| Qualified reasons | Own/family illness, preventive care, safety. |
| Effective date | Jan 1, 2018 |
| Official source | https://www.lni.wa.gov/ ↗ |
These cities/counties in Washington have their own sick leave rules that may exceed the state standard. Each links to a dedicated page with the full local breakdown.
| Locality | Employer threshold | Accrual | Max | Paid/Unpaid |
|---|---|---|---|---|
| Seattle | 1 employee | 1 hour per 30 hours | No cap (stricter accrual) | paid |
| Tacoma | 1 employee | 1 hour per 30 hours | No cap | paid |
| Spokane | 1 employee | 1 hour per 30 hours | 40 hours/year | paid |
Washington's paid sick leave (RCW 49.46, from 2016's Initiative 1433, effective Jan 1, 2018) applies to every employer and pays from the first hour worked. Federally, there is no general paid sick leave mandate for private employers; the only federal floor is the unpaid FMLA (29 U.S.C. § 2601), limited to employers with 50 or more employees and eligible workers (1,250 hours). Washington also runs a separate Paid Family and Medical Leave (PFML) insurance program that pays partial wages for longer family and medical absences — a benefit with no federal equivalent.
Regionally, Washington is mid-pack on accrual but broadest on coverage. Oregon (ORS 653.601) requires 1 hour per 30 hours but pays only for employers with 10 or more employees (6 or more in Portland). California (Labor Code § 246) requires 1 hour per 30 hours with an 80-hour accrual / 40-hour usage cap and a 1-employee threshold, plus stricter local ordinances. Idaho — Washington's only state neighbor to the east — has no statewide paid sick leave law at all, leaving the benefit entirely to employer policy. Washington's 1-in-40 accrual with no accrual cap and a 40-hour carryover sits between Oregon and California's faster accrual and Idaho's absence of any mandate.
| Year | Change |
|---|---|
| 2016 (eff. 2018) | Initiative 1433 added paid sick leave to the Minimum Wage Act (RCW 49.46): 1 hour per 40 hours worked, all employers, use from the 90th day. |
| 2023 | Rideshare (TNC) drivers gained separate paid sick time standards under chapter 49.46A, effective Jan 1, 2023. |
| 2024 | Under certain construction-industry circumstances, unused paid sick leave may be required to be paid out at separation (effective Jan 1, 2024). |
Employers in Washington most often trip on the items below. Amounts are typical statutory ranges — confirm the current figure with the state labor department before acting.
| Violation | Typical penalty / fine | Note |
|---|---|---|
| Failing to accrue or provide paid sick leave | L&I can order payment of withheld leave plus civil penalties; employees may also recover through a private action. | Most common failure is payroll that does not track 1 hour per 40 hours from the first hour worked. |
| Retaliation for using sick leave | Anti-retaliation protections under RCW 49.46; L&I can order reinstatement, back pay, and penalties. | Counting protected leave as an occurrence leading to discipline is a classic violation. |
| Missing poster or pay-stub balance notice | L&I may assess penalties for notice failures; employees must be told their accrued and used balance at least monthly. | Notice must be given at hire and on each pay statement or a separate writing. |
Use the button below to print or save a one-page compliance summary for Washington. It includes the state law table and any local ordinances above.
Yes. Washington requires paid sick leave for 1 employee. Accrual is 1 hour per 40 hours worked, capped at No cap; carryover up to 40 hrs, with carryover Yes (up to 40 hrs).
Employees accrue 1 hour per 40 hours worked. The max accrual is No cap; carryover up to 40 hrs.
3 locality(-ies) have ordinances stricter than state law: Seattle, Tacoma, Spokane.
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