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WashingtonSB 52172025-2026 Regular SessionSenateWALLET

Expanding pregnancy-related accommodations.

Sponsored By: T'wina Nobles (Democratic)

Became Law

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Bill Overview

Analyzed Economic Effects

8 provisions identified: 4 benefits, 1 costs, 3 mixed.

Stronger pregnancy accommodations at work

Beginning January 1, 2027, if you are pregnant or have a related health condition, your employer must provide reasonable accommodations unless it causes undue hardship. Examples include extra restroom breaks, changing no‑food/no‑drink rules, more chances to sit, lighter lifting, schedule changes, help with heavy tasks, time for prenatal visits, reassignment, and equipment changes, plus a private place to pump for two years after birth. Your employer cannot punish you for asking for, using, or declining an accommodation, and cannot force you to take leave if another accommodation works. Employers cannot claim “undue hardship” to deny restroom breaks, food or drink changes, sitting, or a 17‑pound lifting limit.

You can sue over pregnancy violations

Beginning January 1, 2027, you can sue in court if this law is violated and you are harmed. You can ask a judge to stop the violation and recover your actual damages, court costs, and reasonable attorney fees. Other remedies under state or federal law may also be available.

Breastfeeding parents can delay jury duty

Beginning January 1, 2027, if you are breastfeeding or pumping for an infant under 24 months, you can ask to delay or be excused from jury duty. The court must grant your signed request. You do not need a doctor’s note.

Paid time to pump breast milk

Beginning January 1, 2027, break time to express breast milk, and the time to travel to the employer’s pumping location, must be paid at your regular rate. You do not have to use your paid leave for this time. This is in addition to your normal meal and rest breaks.

Limits on job changes for pregnancy

Beginning January 1, 2027, employers do not have to create new jobs or remove, transfer, or promote other workers to provide a pregnancy accommodation. They only need to do these steps to the same degree they already do for other employees who need accommodations.

Medical proof rules for accommodations

Beginning January 1, 2027, an employer may ask for a written note from your treating health care professional to confirm a needed pregnancy accommodation. The employer cannot require medical proof to get a private place to express breast milk.

How the state enforces pregnancy rights

Beginning January 1, 2027, the Department of Labor and Industries investigates complaints and tries to reach agreement with employers. If no agreement, it can issue a temporary order stopping violations for up to 90 days and must go to court to extend it. The department must adopt enforcement rules, offer appeals, and collect penalties, and it must post clear online education materials. It may fine employers; for pumping‑location violations it can fine under one law or the other, not both. All penalty money goes to the supplemental pension fund.

New rules apply starting 2027

Conduct on or before December 31, 2026 follows the old pregnancy‑accommodation law. Conduct on or after January 1, 2027 follows this new chapter. The prior statute is repealed and replaced starting January 1, 2027.

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Sponsors & Cosponsors

Sponsor

  • T'wina Nobles

    Democratic • Senate

Cosponsors

  • Bob Hasegawa

    Democratic • Senate

  • Claire Wilson

    Democratic • Senate

  • Derek Stanford

    Democratic • Senate

  • Jesse Salomon

    Democratic • Senate

  • Liz Lovelett

    Democratic • Senate

  • Marcus Riccelli

    Democratic • Senate

  • Marko Liias

    Democratic • Senate

  • Rebecca Saldaña

    Democratic • Senate

  • Yasmin Trudeau

    Democratic • Senate

Roll Call Votes

All Roll Calls

Yes: 154 • No: 39

Senate vote • 4/18/2025

Final Passage as Amended by the House

Yes: 40 • No: 8 • Other: 1

House vote • 4/14/2025

Final Passage as Amended by the House

Yes: 71 • No: 25 • Other: 2

Senate vote • 3/10/2025

3rd Reading & Final Passage

Yes: 43 • No: 6

Actions Timeline

  1. Effective date 1/1/2027.

    5/20/2025Senate

  2. Chapter 379, 2025 Laws.

    5/20/2025Senate

  3. Governor signed.

    5/20/2025legislature

  4. Delivered to Governor.

    4/23/2025legislature

  5. Speaker signed.

    4/22/2025legislature

  6. President signed.

    4/19/2025legislature

  7. Passed final passage; yeas, 40; nays, 8; absent, 0; excused, 1.

    4/18/2025Senate

  8. Senate concurred in House amendments.

    4/18/2025House

  9. Third reading, passed; yeas, 71; nays, 25; absent, 0; excused, 2.

    4/14/2025Senate

  10. Rules suspended. Placed on Third Reading.

    4/14/2025Senate

  11. Committee amendment(s) adopted with no other amendments.

    4/14/2025Senate

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

    4/11/2025Senate

  13. APP - Executive action taken by committee.

    4/8/2025Senate

  14. Minority; without recommendation.

    4/8/2025Senate

  15. Minority; do not pass.

    4/8/2025Senate

  16. APP - Majority; do pass with amendment(s) by Labor & Workplace Standards.

    4/8/2025Senate

  17. Referred to Rules 2 Review.

    4/8/2025Senate

  18. Referred to Appropriations.

    3/28/2025Senate

  19. LAWS - Executive action taken by committee.

    3/26/2025Senate

  20. Minority; without recommendation.

    3/26/2025Senate

  21. LAWS - Majority; do pass with amendment(s).

    3/26/2025Senate

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

    3/12/2025Senate

  23. Third reading, passed; yeas, 43; nays, 6; absent, 0; excused, 0.

    3/10/2025Senate

  24. Rules suspended. Placed on Third Reading.

    3/10/2025Senate

  25. Floor amendment(s) adopted.

    3/10/2025Senate

Bill Text

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