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WashingtonHB 17472025-2026 Regular SessionHouseWALLET

Expanding protections for applicants and employees under the Washington fair chance act.

Sponsored By: Lillian Ortiz-Self (Democratic)

Became Law

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Bill Overview

Analyzed Economic Effects

5 provisions identified: 4 benefits, 1 costs, 0 mixed.

Penalties, enforcement, and anti-retaliation

The Washington attorney general enforces this law and can investigate, issue civil investigative demands, adopt rules, educate the public, and take legal action. If an employer breaks the law, penalties can be owed to the harmed person: $1,500 for a first violation (unless waived), $3,000 for a second, and $15,000 for each later violation. The attorney general may waive penalties for a first-time or very minor violation and give a warning and education instead. Employers may not punish you for reporting a violation or telling others about this law. The attorney general can also seek unpaid wages, damages, and attorneys’ fees.

Hiring rules and job ad bans

Employers may not ask about or get your criminal record until they decide you are qualified and give a conditional offer that says they will check it. They may not use automatic rules that bar people with records, and may not reject you for not disclosing a record before the offer. Job ads cannot say things like "no felons" or "no criminal background." If you or the employer share record info, or the employer says a background check is required after the offer, the employer must immediately give you written notice of your rights and the Attorney General’s Fair Chance guide. These steps apply once the law covers your employer by size and date.

Limits on using criminal records

Employers cannot take adverse action because of an arrest record or a juvenile conviction record. Exception: this ban does not cover an adult arrest while you are out on bail or released on recognizance pending trial. To act based on an adult conviction, an employer must have a legitimate business reason and consider factors like seriousness, time since, number of offenses, rehabilitation, job duties, and where the job is done. Before acting, the employer must tell you which record they used, keep the job open at least two business days so you can respond, and then give you a written decision that explains the reasons. The law also defines what counts as a criminal record, including citations, arrests, probable cause statements, and any adult or juvenile case filed in court.

Who is covered and when

The law treats many groups as employers, including public agencies, contractors, temp staffing firms, training and apprenticeship programs, and placement or referral agencies. Beginning July 1, 2026, the law applies to employers with 15 or more employees. Beginning January 1, 2027, it applies to employers with fewer than 15 employees. These dates decide when all hiring and record-use rules apply to your job or application.

Exempt jobs and legal carve-outs

The law does not apply to some jobs and settings. It does not cover positions with unsupervised access to children, vulnerable adults, or at-risk people. It also does not cover employers who are allowed or required by federal or state law to check records, Washington law enforcement or criminal justice hires, nonemployee volunteers, certain self-regulated finance roles, or jobs under federal contracts that bar workers with records. For these roles, the Fair Chance rules above do not apply.

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Sponsors & Cosponsors

Sponsor

  • Lillian Ortiz-Self

    Democratic • House

Cosponsors

  • Alex Ramel

    Democratic • House

  • Darya Farivar

    Democratic • House

  • Edwin Obras

    Democratic • House

  • Gerry Pollet

    Democratic • House

  • Jamila Taylor

    Democratic • House

  • Joe Fitzgibbon

    Democratic • House

  • Julia Reed

    Democratic • House

  • Julio Cortes

    Democratic • House

  • Lisa Parshley

    Democratic • House

  • Liz Berry

    Democratic • House

  • Mary Fosse

    Democratic • House

  • Mia Gregerson

    Democratic • House

  • Natasha Hill

    Democratic • House

  • Roger Goodman

    Democratic • House

  • Shaun Scott

    Democratic • House

  • Timm Ormsby

    Democratic • House

Roll Call Votes

All Roll Calls

Yes: 83 • No: 62

Senate vote • 4/10/2025

3rd Reading & Final Passage

Yes: 27 • No: 22

House vote • 3/11/2025

3rd Reading & Final Passage

Yes: 56 • No: 40 • Other: 2

Actions Timeline

  1. Effective date 7/27/2025.

    4/21/2025House

  2. Chapter 71, 2025 Laws.

    4/21/2025House

  3. Governor signed.

    4/21/2025legislature

  4. Delivered to Governor.

    4/16/2025legislature

  5. President signed.

    4/14/2025legislature

  6. Speaker signed.

    4/11/2025legislature

  7. Third reading, passed; yeas, 27; nays, 22; absent, 0; excused, 0.

    4/10/2025House

  8. Rules suspended. Placed on Third Reading.

    4/10/2025House

  9. Placed on second reading by Rules Committee.

    4/7/2025House

  10. Passed to Rules Committee for second reading.

    3/29/2025House

  11. Minority; do not pass.

    3/28/2025House

  12. LC - Majority; do pass.

    3/28/2025House

  13. First reading, referred to Labor & Commerce.

    3/13/2025House

  14. Third reading, passed; yeas, 56; nays, 40; absent, 0; excused, 2.

    3/11/2025House

  15. Rules suspended. Placed on Third Reading.

    3/11/2025House

  16. Floor amendment(s) adopted.

    3/11/2025House

  17. Rules Committee relieved of further consideration. Placed on second reading.

    3/10/2025House

  18. Referred to Rules 2 Review.

    2/21/2025House

  19. LAWS - Executive action taken by committee.

    2/19/2025House

  20. Minority; without recommendation.

    2/19/2025House

  21. LAWS - Majority; do pass.

    2/19/2025House

  22. First reading, referred to Labor & Workplace Standards.

    1/30/2025House

  23. Introduced

    1/30/2025House

Bill Text

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