Washington State Labor Laws — 2025

Washington is one of the more progressive U.S. states when it comes to labor protections: it sets a relatively high minimum wage, enforces paid sick leave, imposes salary thresholds for exemptions, and allows local governments to adopt higher wage standards. Below is a breakdown of the major areas of Washington labor law as of 2025

Minimum Wage & Local Wage Rates

• Statewide minimum wage (2025): Effective January 1, 2025, Washington’s statewide minimum wage is $16.66 per hour. (lni.wa.gov)
• Local rates above state floor: Many cities/counties have higher local minimum wages. For example:
  • Seattle’s minimum wage in 2025 is $20.76/hr. (Connecteam)
  • Unincorporated King County and other jurisdictions also have local wage schedules above the state floor. (Connecteam)
  • Some cities like Everett, Burien, etc. have adjusted 2025 local wages above the state minimum. (Connecteam)

Employers must apply the highest applicable rate (state or local) for the location where an employee works.

Overtime & Exemptions

• Overtime rule: Washington requires overtime pay for hours over 40 in a workweek (i.e. 1.5× the regular rate) for non-exempt employees. (goco.io)
• The state does not require daily overtime (i.e. beyond 8 hours a day) under most circumstances; the focus is on the weekly threshold. (employerpass.com)
• Exemption (salaried “white-collar”) thresholds rising: Washington has new salary thresholds for exempt classification starting in 2025:
  • For employers with 1–50 employees, exempt employees must earn at least 2× the minimum wage (i.e. $1,332.80/week) and satisfy the duties test. (Seyfarth Shaw - Homepage)
  • For employers with 51 or more employees, exempt employees must earn at least 2.25× the minimum wage (i.e. $1,499.40/week). (Seyfarth Shaw - Homepage)
  • For “computer professional” exemptions, hourly rate exempt threshold is $58.31/hr in 2025. (lni.wa.gov)
  • The annual salary threshold for executive/administrative/professional in many cases is $77,968.80 (or $1,499.40/week) for large employers. (Seattle University)
• Because these thresholds are tied to the minimum wage, as the wage rises, so do the exemption thresholds. (lni.wa.gov)
• Misclassification risk: If an employee is classified exempt but does not meet the salary or duties test, they must be paid overtime. Employers should regularly audit classifications. (Human Resources)

Disclaimer: This is a general summary and is not legal advice. Washington labor law is subject to change. For complex issues (e.g. classification disputes, wage claims, multi-jurisdiction workplaces), consult a Washington employment attorney or the Washington State Department of Labor & Industries..