All Roll Calls
Yes: 85 • No: 59
WashingtonHB 23552025-2026 Regular SessionHouseWALLET
Establishing labor protections for domestic workers.
Sponsored By: Brianna Thomas (Democratic)
Became Law
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Bill Overview
Analyzed Economic Effects
7 provisions identified: 6 benefits, 0 costs, 1 mixed.
Strong anti-retaliation rules for domestic workers
Starting July 1, 2027, employers cannot punish you for using your rights, filing a complaint, joining a case, organizing, or over immigration status. If an employer takes an adverse action within 90 days of your protected activity, it is presumed to be retaliation unless they prove otherwise; for seasonal work, not rehiring at the next chance also triggers the presumption. You generally have 180 days to file a retaliation complaint; the Department aims to issue a citation or a compliance decision within 90 days, with written extensions for good cause. Remedies can include back earnings plus 1% monthly interest from when they were due, getting your job back, and a civil penalty: the greater of $1,000 or 10% of unpaid earnings, capped at $20,000 for a first violation and $40,000 for repeats.
Anti-discrimination rights for domestic workers
Starting July 1, 2027, hiring entities cannot discriminate in pay or fire a domestic worker because of age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, veteran or military status, disability, or use of a service animal. Where RCW 49.60.180 does not cover the worker, the worker can sue in court under RCW 49.60.030(2). The normal agency complaint process for these claims does not apply.
Minimum pay and overtime for domestic workers
Beginning July 1, 2027, domestic workers must be paid at least the state minimum hourly wage. Overtime pay is 1.5 times the regular rate for hours over 40 in a workweek. Employers cannot take back pay or pay less than agreed; only legal, written deductions are allowed. Live-in domestic workers are covered as employees. The Department enforces these rules as wage payment requirements.
Notice and severance when jobs end
Beginning July 1, 2027, domestic workers must get at least two weeks’ written notice before termination. Live-in workers must get four weeks. If notice is missing, the employer must pay severance equal to your standard hourly rate times your usual weekly hours for the missing weeks. Exceptions include casual or one-time work, agreed probation, good‑faith misconduct, death, changed care needs by mutual agreement, or if the worker cannot fulfill the agreement.
Privacy and freedom protections for workers
Beginning July 1, 2027, employers cannot keep your ID or immigration papers. They cannot monitor bathroom use, your private living area, or your private messages. They cannot force you to sign away rights or require predispute arbitration, nondisclosure, nondisparagement, or noncompete terms that block your rights or future domestic work. The Department can adopt rules to add remedies to enforce these protections.
Investigations, penalties, and appeals for employers
Beginning July 1, 2027, the Department can investigate other chapter violations (besides wage/retaliation sections) within three years and aims to issue a citation or close the case within 90 days. Willful violations carry a $1,000 penalty; repeat willful violations carry $2,000–$20,000 penalties, which can be reduced or waived if the employer fixes the problem. The Department cannot assess a civil penalty if an employer reasonably relied on written guidance from the director or filed department policies. Any aggrieved party can appeal a citation or order within 30 days, and filing the appeal pauses it while an administrative law judge reviews the case. Workers may also sue in court for actual damages and recover attorneys’ fees and costs. Collections follow RCW 49.48.086, and civil penalties go to the supplemental pension fund in RCW 51.44.033.
Written job agreements, records, and translations
Starting July 1, 2027, employers must give each domestic worker a written agreement in a language both understand. It must list pay, schedule, deductions, transportation costs, severance, health coverage and costs, any fees, and leave benefits, plus a rights disclosure. Employers must keep records of hours, pay, and leave and provide them to the Department if a complaint is filed. The Department provides model forms and disclosures in at least eight common languages with a phone number and address for help.
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Sponsors & Cosponsors
Sponsor
Brianna Thomas
Democratic • House
Cosponsors
Alex Ramel
Democratic • House
April Berg
Democratic • House
Beth Doglio
Democratic • House
Chipalo Street
Democratic • House
Cindy Ryu
Democratic • House
Edwin Obras
Democratic • House
Jamila Taylor
Democratic • House
Julia Reed
Democratic • House
Kristine Reeves
Democratic • House
Lisa Parshley
Democratic • House
Liz Berry
Democratic • House
Mary Fosse
Democratic • House
Mia Gregerson
Democratic • House
Monica Jurado Stonier
Democratic • House
Natasha Hill
Democratic • House
Nicole Macri
Democratic • House
Sharlett Mena
Democratic • House
Shaun Scott
Democratic • House
Shelley Kloba
Democratic • House
Timm Ormsby
Democratic • House
Roll Call Votes
Senate vote • 2/26/2026
3rd Reading & Final Passage
Yes: 28 • No: 20 • Other: 1
House vote • 2/12/2026
3rd Reading & Final Passage
Yes: 57 • No: 39 • Other: 2
Actions Timeline
Effective date 7/1/2027.
3/9/2026HouseChapter 15, 2026 Laws.
3/9/2026HouseGovernor signed.
3/9/2026legislatureDelivered to Governor.
3/3/2026legislaturePresident signed.
2/28/2026legislatureSpeaker signed.
2/28/2026legislatureThird reading, passed; yeas, 28; nays, 20; absent, 0; excused, 1.
2/26/2026HouseRules suspended. Placed on Third Reading.
2/26/2026HousePlaced on second reading by Rules Committee.
2/24/2026HousePassed to Rules Committee for second reading.
2/23/2026HouseMinority; without recommendation.
2/20/2026HouseMinority; do not pass.
2/20/2026HouseLC - Majority; do pass.
2/20/2026HouseFirst reading, referred to Labor & Commerce.
2/16/2026HouseThird reading, passed; yeas, 57; nays, 39; absent, 0; excused, 2.
2/12/2026HouseRules suspended. Placed on Third Reading.
2/12/2026House1st substitute bill substituted.
2/12/2026HouseRules Committee relieved of further consideration. Placed on second reading.
2/11/2026HouseReferred to Rules 2 Review.
2/9/2026HouseAPP - Majority; do pass 1st substitute bill proposed by Labor & Workplace Standards.
2/7/2026HouseMinority; without recommendation.
2/7/2026HouseMinority; do not pass.
2/7/2026HouseAPP - Executive action taken by committee.
2/7/2026HouseReferred to Appropriations.
2/3/2026HouseLAWS - Majority; 1st substitute bill be substituted, do pass.
1/30/2026House
Bill Text
Session Law
3/11/2026
Bill as Passed Legislature
3/3/2026
Substitute Bill
2/3/2026
Original Bill
1/12/2026
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