July 1, 2025: What Washington Employers Need to Know
As summer begins, so does a critical wave of legal updates for Washington employers. July 1 and July 27 mark key effective dates for new laws impacting everything from minimum wage and employee rights to transparency requirements and layoff procedures.
Employment law is never static—and these changes reflect broader shifts in our workforce and society. Themes of equity, access, transparency, and accountability are threaded throughout the updates, underscoring a growing expectation that employers proactively support and protect workers.
Below is a summary of what’s changing—and what you need to do to stay compliant.
1. Equal Pay and Opportunities Act Expansion
Washington continues to strengthen pay equity laws by expanding protections beyond gender to all protected classes.
Starting July 1, 2025, discrimination in compensation and career advancement is prohibited based on any protected class—not just gender. The law now includes perceived membership in a protected class as well.
Protected classes include: age, race, color, national origin, sex, sexual orientation, marital status, veteran status, disability, immigration status, and more.
Action Item: Audit your promotion, pay, and advancement systems to ensure fair treatment across all protected groups.
2. Paid Sick Leave Covers Immigration Proceedings (Effective July 27)
Sick leave rules are evolving again—this time to support employees facing immigration-related legal matters.
Employees may now use accrued sick leave to prepare for or attend immigration-related legal matters for themselves or a family member.
Action Item: Update your paid sick leave policy and ensure employees are informed of this new use.
3. Personnel File Access Expanded (Effective July 27)
Employers now face tighter timelines and broader requirements for providing personnel records.
Employers must now provide:
- A complete copy of an employee or former employee’s personnel file (including manager notes and complaints) within 21 days of a written request.
- A written statement with the discharge date and specific reason for termination, if applicable.
Action Item: Update internal records policies and train those responsible for handling requests.
4. Driver’s License Requirements Limited (Effective July 27)
Think twice before listing a driver’s license as a job requirement—it’s now limited by law.
Employers can no longer require a driver’s license for employment unless driving is an essential job function or tied to a legitimate business purpose.
Action Item: Review job postings, applications, and internal documents to remove unnecessary license requirements.
5. Mini-WARN Act Enacted (Effective July 27)
Washington’s new Mini-WARN law creates major notice obligations for employers planning mass layoffs or closures.
Washington now has its own version of the federal WARN Act. Employers with 50 or more full-time employees must provide 60 days’ written notice before mass layoffs or closures that affect 50+ employees.
Action Item: Update layoff protocols and consult legal counsel when planning reductions in force.
6. Pay Transparency “Fixes” (Effective July 27)
After hearing from employers, the state is refining its pay transparency law with more flexible and practical requirements.
SSB 5408 adjusts prior pay transparency requirements:
- Employers may now list a fixed salary instead of a range when applicable.
- If a noncompliant posting is flagged, employers have 5 business days to correct it (until July 2027).
- Employers must notify third-party recruiters to fix incorrect job posting content.
Action Item: Audit job ads and train recruiters on these changes. Ensure third-party vendors are contractually aligned.
7. Local Minimum Wage Increases (Effective July 1)
Several Washington cities—including Everett—are raising their minimum wage rates effective July 1.
Everett joins other Washington cities with new local wage rates:
- Everett: $20.24 for large employers; $18.24 for others.
- Burien: $20.16 (for 21–499 FTEs in King County).
- Renton: $19.90 (for 15–500 employees or $2M+ in local revenue).
- Tukwila: $21.10 (for 15–500 employees or $2M+ in local revenue).
Action Item: Verify all locations and update payroll systems accordingly.
What Employers Should Do Now
Train Managers
Ensure anyone responsible for hiring, discipline, or layoffs is fully aware of the new rules—especially around transparency and recordkeeping.
Update Job Postings
Ensure compliance with pay transparency rules—especially fixed salaries and third-party postings.
Review Personnel File & Layoff Protocols
Be ready to respond within 21 days to personnel record requests and provide proper layoff notice under the Mini-WARN Act.
Revise Handbooks & Policies
Policies on sick leave, personnel records, and job requirements may need to be updated. If you use an automated platform, accept the updated policy suggestions.
Need Help?
If you need help preparing communications, updating your handbook, or conducting an internal audit, we’re here to support you. These legal updates can feel overwhelming—but they also present an opportunity to build a more fair, transparent, and compliant workplace.
While this blog focuses on Washington-specific laws, many states also implement new employment regulations around July 1. If your organization operates in other states, reach out to ensure you’re aware of and compliant with local requirements—especially in areas like wage laws, personnel records, and job posting rules.
Questions? Let’s talk.