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Washington’s baseline rules include a statewide minimum wage of $17.13 an hour effective January 1, 2026, overtime for most covered, non-exempt employees after 40 hours in a workweek, required meal and rest breaks for many workers, and paid sick leave for covered employees. The rule that applies to you can depend on where you work, your duties and exemption status, and whether you work in agriculture, healthcare, or another specially regulated setting.
What is Washington’s minimum wage in 2026?
The Washington State Department of Labor & Industries (L&I) set the statewide minimum wage at $17.13 an hour effective January 1, 2026. Some cities and other local jurisdictions set higher minimum wages or different labor rules, so the statewide figure is not necessarily the rate for every workplace. Check the current rate for the location where you work as well as the effective date.
L&I announced on September 30, 2026, that the statewide minimum wage will be $17.73 an hour effective January 1, 2027. That is a future rate, not the rate in effect during 2026. L&I adjusts the statewide rate annually. Most employees must receive at least the applicable minimum wage for all hours worked, but specified statutory exceptions can apply, including to some minors and workers exempt from the Minimum Wage Act. A job title or an employer’s label alone does not establish that an exception applies.
When does overtime start in Washington?
For most covered, non-exempt employees, overtime is due at no less than 1.5 times the employee’s regular rate for hours worked beyond 40 in a workweek. A workweek is a recurring seven-day period set by the employer; if the employer has not defined one, L&I says the calendar week is the default. Overtime is generally calculated by workweek, not by adding hours across multiple weeks.
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Washington generally does not require overtime just because an employee works more than eight hours in one day. Exceptions can apply, including in some public works and specially regulated work. Whether a worker is exempt depends on legal criteria, not simply on being paid a salary or having a particular job title. Check L&I’s current exemption and special-industry guidance for a specific role.
How long are meal and rest breaks?
For most adult, non-agricultural employees, L&I’s general guidance provides these baseline rules:
- Rest breaks: At least 10 paid minutes for each four hours worked. Employees cannot be required to work more than three hours without a rest break, and breaks should be scheduled as close to the midpoint of the work period as possible. Rest breaks cannot be waived.
- Meal periods: Generally, at least 30 minutes. A meal period may be unpaid only if the employee is free from all duties for the entire period. If the employee must work, remain on duty, or has the meal period interrupted, the time may need to be paid. Additional meal periods may be required on long shifts.
L&I describes circumstances in which an employee and employer may agree to waive a meal period. That does not permit an employee to waive required rest breaks.
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Agricultural employees have separate standards: a paid 10-minute rest period for every four hours worked and a 30-minute meal period for each five hours worked. An additional meal period is required when the workday exceeds 11 hours. An interrupted meal period must be treated as paid work time.
Healthcare workers and minors
Certain healthcare employees have additional rules for scheduled breaks that are interrupted and for mandatory overtime. L&I identifies a July 1, 2026 milestone for penalties tied to certain hospital missed-break thresholds. The applicable requirements depend on the facility and circumstances, so healthcare employees should check L&I’s healthcare-specific guidance. Workers under 18 are subject to different break standards; adult rules should not be assumed to apply.
How does paid sick leave work?
Washington’s statewide minimum requires covered employers to provide paid sick leave at a rate of one hour for every 40 hours worked. Accrual begins on the employee’s first day. Employees generally may begin using accrued leave after 90 days of employment. Employers must carry over up to 40 hours of unused leave into the next accrual year and may provide more. Local rules may offer more generous benefits.
Qualifying uses include an employee’s illness or preventive care; qualifying care for family members; certain public-health-related closures; leave under the Domestic Violence Leave Act; and qualifying immigration proceedings. The immigration-proceeding use took effect July 27, 2025. L&I’s paid sick leave guidance explains qualifying situations and covered family relationships.
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Washington does not generally require employers to provide holiday, vacation, or bereavement leave or pay. An employer’s policy, an employment agreement, or another applicable law may provide those benefits. These benefits should not be confused with statutory protections such as paid sick leave or protected family and medical leave.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Where can I report a workplace violation?
L&I accepts worker-rights complaints in categories that include minimum wage, overtime, agreed wages, paid sick leave, final pay, tips and service charges, unauthorized deductions, meal and rest breaks, child labor, uniforms, retaliation, and termination. Its process may include investigation and appeal steps. Whether a complaint is accepted and what outcome follows depend on the issue and evidence; filing does not guarantee payment or a particular timeline.
Some leave disputes belong with another agency. The correct destination depends on the law involved:
- Wage, hour, break, and listed worker-rights issues: Washington L&I.
- Federal Family and Medical Leave Act (FMLA) issues: U.S. Department of Labor.
- Washington Paid Family and Medical Leave program issues: Washington Employment Security Department.
- Pregnancy- or disability-related leave issues: Washington State Human Rights Commission.
L&I says employers may not retaliate against workers for exercising rights protected by the laws it enforces, discussing a potential violation, or filing or intending to file a complaint. Keep relevant pay records, schedules, messages, and workplace policies if you are raising a concern; retaining them is a practical step, not a guarantee of any particular result.
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How to check which rule applies to you
- Identify the work location and date. Check the statewide wage in effect for the period at issue and whether a local minimum wage applies.
- Check your coverage and job duties. Do not assume that a salary, job title, or employer’s description makes you exempt from minimum wage or overtime protections.
- Check for sector-specific standards. Agriculture, healthcare, minors, and certain public works or other specially regulated work may have distinct rules.
- Match the issue to the agency. Use L&I for its listed worker-rights matters, but use the relevant federal or state agency for leave issues it does not handle.
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