Washington State has rolled out a series of employment law changes that every business owner needs to understand — especially if you’re growing your team or fine-tuning how you manage people. These aren’t small tweaks that only affect HR departments at giant corporations. They’re real changes that will impact how you post jobs, manage leave, conduct layoffs, and keep your business running smoothly.

So, let’s walk through what’s new, what’s coming, and what it all means for you.

Layoffs: The New “Mini-WARN” Law

As of July 27, 2025, Washington has its own version of the federal WARN Act. If your business has 50 or more full-time employees and you’re planning a mass layoff, you now have to provide 60 days’ written notice — not just to the state, but to each impacted employee and any unions involved. And yes, it applies even if those 50 employees are spread across different locations.

There’s one especially tricky piece: employees out on paid family or medical leave can’t be included in layoffs unless the closure is tied to specific exceptions like natural disasters or a failing business. If you’re not paying attention when creating that layoff list, you could end up in violation — fast.

Paid Family Leave: Big Eligibility Shift

Starting in January 2026, employees no longer have to work 1,250 hours to qualify for paid family and medical leave. The new threshold is just 180 calendar days of employment. That means your part-time or newer employees could now be eligible much sooner than before.

And if someone takes unpaid federal leave but doesn’t apply for Washington state leave, you’ll need to document it as if they had — including written notice within five business days. This shift makes documentation, timing, and communication all the more important.