Salario mínimo en Seattle, WA

Most employees who work more than 40 hours in a 7-day workweek must be paid overtime. Overtime pay must be at least 1.5 times the employee’s regular hourly rate. Other overtime rates, like double time pay are not required under Washington state law, with the exception of certain public works projects. Employees cannot waive their right to overtime pay. Employers must pay overtime to eligible workers regardless of the employer’s size. Employers can mandate overtime work, with the exception of certain healthcare facility employees. Collective bargaining agreements and employers can provide overtime pay more generous than Washington law requires. Workweek and Workday Employers can define a workweek as any 7 consecutive days beginning on the same day and time every week. If an employer does not define a workweek, then it defaults to the calendar week – Sunday through Saturday. Washington law does not require overtime for hours worked over 8 hours in a day, with the exception of certain public works projects.

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27 de septiembre de 2026

Notas

RCW 49.46.130. Agricultural workers were phased in to the 40-hour threshold on January 1, 2024.

Verificado el 27 de septiembre de 2026

(1) Employees shall be allowed a meal period of at least thirty minutes which commences no less than two hours nor more than five hours from the beginning of the shift. Meal periods shall be on the employer's time when the employee is required by the employer to remain on duty on the premises or at a prescribed work site in the interest of the employer. (2) No employee shall be required to work more than five consecutive hours without a meal period. (3) Employees working three or more hours longer than a normal work day shall be allowed at least one thirty-minute meal period prior to or during the overtime period.

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27 de septiembre de 2026

Verificado el 27 de septiembre de 2026

(4) Employees shall be allowed a rest period of not less than ten minutes, on the employer's time, for each four hours of working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three hours without a rest period. (5) Where the nature of the work allows employees to take intermittent rest periods equivalent to ten minutes for each 4 hours worked, scheduled rest periods are not required.

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27 de septiembre de 2026

Verificado el 27 de septiembre de 2026

Employers are required to pay employees at least once per month on a regular, scheduled payday.

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27 de septiembre de 2026

Notas

WAC 296-126-023(3)-(4): for pay periods shorter than a month, the regular payday must be no later than 10 calendar days after the period ends.

Verificado el 27 de septiembre de 2026

If an employee quits or is fired, their final paycheck must be paid on or before the next regularly scheduled payday. Employers cannot withhold a final paycheck if the employee does not turn in keys, uniforms, tools, equipment, etc. There are specific rules for deductions taken from a final paycheck.

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27 de septiembre de 2026

Notas

RCW 49.48.010(2): wages are due at the end of the established pay period.

Verificado el 27 de septiembre de 2026

(a) An employee shall accrue at least one hour of paid sick leave for every forty hours worked as an employee. An employer may provide paid sick leave in advance of accrual provided that such front-loading meets or exceeds the requirements of this section for accrual, use, and carryover of paid sick leave.

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27 de septiembre de 2026

Verificado el 27 de septiembre de 2026

Employers must pay all tips to employees. The employer may not take tips for company use, or to pay employee wages. “Tip crediting” isn’t allowed. Tips are in addition to, and not a part of, an employee’s state hourly minimum wage.

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27 de septiembre de 2026

Notas

RCW 49.46.020(3) also covers service charges.

Verificado el 27 de septiembre de 2026

To qualify as an exempt employee under this section, an employee must be compensated on a salary or fee basis, exclusive of board, lodging, or other facilities, as follows: (1) Beginning July 1, 2020, and through December 31, 2020, an amount not less than 1.25 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer; (2) Beginning January 1, 2021, and through December 31, 2021: (a) When the employee works for an employer with fifty or fewer employees, an amount not less than 1.5 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek; and (b) When the employee works for an employer with more than fifty employees, an amount not less than 1.75 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek. (3) Beginning January 1, 2022, and through December 31, 2022, an amount not less than 1.75 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer; (4) Beginning January 1, 2023, and through December 31, 2023: (a) When the employee works for an employer with fifty or fewer employees, an amount not less than 1.75 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek; and (b) When the employee works for an employer with more than fifty employees, an amount not less than 2.0 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek. (5) Beginning January 1, 2024, and through December 31, 2024, an amount not less than 2.0 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer; (6) Beginning January 1, 2025, and through December 31, 2025: (a) When the employee works for an employer with fifty or fewer employees, an amount not less than 2.0 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek; and (b) When the employee works for an employer with more than fifty employees, an amount not less than 2.25 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek. (7) Beginning January 1, 2026, and through December 31, 2026, an amount not less than 2.25 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer;

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27 de septiembre de 2026

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2027: 2.25x (50 or fewer employees) or 2.5x (more than 50); from 2028: 2.5x for all employers (same rule).

Verificado el 27 de septiembre de 2026

(1)(a) Minors under the age of 16 may work the following hours during school weeks: (i) A maximum of three hours per day on any school day preceding another school day or otherwise a maximum of eight hours per day; (ii) A maximum of six days per week; (iii) A maximum of 16 hours per week; (iv) No earlier than 7:00 a.m.; (v) No later than 7:00 p.m. on any day preceding a school day; (vi) No later than 9:00 p.m. on Fridays, Saturdays, and the day preceding a school holiday or vacation, provided that minors employed past 8:00 p.m. in service occupations shall be supervised by a responsible adult employee who is on the premises at all times; and (vii) Not during school hours. (b) Minors under the age of 16 may work the following hours during nonschool weeks: (i) A maximum of eight hours per day; (ii) A maximum of six days per week; (iii) A maximum of 40 hours per week; (iv) No earlier than 7:00 a.m.; and (v) No later than 9:00 p.m. provided that minors employed past 8:00 p.m. in service occupations shall be supervised by a responsible adult employee who is on the premises at all times. (2)(a) Sixteen- and 17-year-old minors may work the following hours during school weeks: (i) A maximum of four hours per day on any school day preceding another school day or otherwise a maximum of eight hours per day; (ii) A maximum of six days per week; (iii) A maximum of 20 hours per week; (iv) No earlier than 7:00 a.m.; (v) No later than 10:00 p.m. on any day preceding a school day; (vi) No later than midnight on Fridays, Saturdays, and the day preceding a school holiday or vacation, provided that minors employed past 8:00 p.m. in service occupations shall be supervised by a responsible adult employee who is on the premises at all times; and (vii) Not during school hours. (b) Sixteen- and 17-year-old minors may work the following hours during nonschool weeks: (i) Maximum of eight hours per day; (ii) Maximum of six days per week; (iii) Maximum of 48 hours per week;

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27 de septiembre de 2026

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WAC 296-125-101 was adopted by WSR 26-11-048, effective July 1, 2026, replacing WAC 296-125-027.

Verificado el 27 de septiembre de 2026

File your worker rights complaint within three years of when the violation occurred. For cases involving worker retaliation, you have 180 days to file your complaint.

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27 de septiembre de 2026

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L&I investigates unpaid minimum wage, overtime, agreed wages, sick leave, final paychecks and tips.

Verificado el 27 de septiembre de 2026

Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments.

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26 de septiembre de 2026

Notas

The notice DOL publishes for this purpose is the FLSA minimum wage poster (WH-1088), free from the WHD posters page.

Verificado el 26 de septiembre de 2026