All Roll Calls
Yes: 184 • No: 150
WashingtonHB 12132025-2026 Regular SessionHouseWALLET
Expanding protections for workers in the state paid family and medical leave program.
Sponsored By: Liz Berry (Democratic)
Signed by Governor
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Bill Overview
Analyzed Economic Effects
8 provisions identified: 5 benefits, 1 costs, 2 mixed.
Small employer grants carry premium duties
Beginning January 1, 2026, Washington employers with 50 to 150 workers can get $3,000 for a temporary replacement hired for at least seven days. They can instead get up to $1,000 for significant added wage-related costs. A limited additional grant of up to $3,000 is available when leave is extended and they then hire a temporary worker. Employers with fewer than 50 workers can get $3,000 for hiring a temporary worker or covering significant added wage-related costs. Those smaller employers must pay all program premiums for three years from the date they receive a grant. Grants are limited to 10 per calendar year and one per employee; employers with approved voluntary plans are ineligible. Applications generally require written documentation or an attestation and are due within 12 months after the employee’s first day of leave. The department must pay within 14 calendar days after receiving a completed application.
Workers keep health benefits during protected leave
Beginning January 1, 2026, employers must keep your existing health benefits throughout Washington paid family or medical leave until you return. Coverage continues as if you had kept working, and you still pay your share of the cost. You must be employed by that employer when you apply for benefits. You must also qualify for job protection and exercise that right within the legal deadlines.
More workers get jobs back after leave
Beginning January 1, 2026, more Washington workers qualify to return to the same or an equivalent job after leave. Employers must have at least 25 workers in 2026, 15 in 2027, or eight beginning January 1, 2028. Workers need 180 calendar days with their employer, replacing the former 12-month and 1,250-hour tests. State paid leave qualifies whether or not workers also receive federal leave. Certain unpaid federal leave also qualifies when workers are eligible for state benefits but do not apply for and receive them. Employers must give written notices designating and tracking that unpaid leave; specified unpaid sick leave and pregnancy or childbirth disability leave are excluded. Return-to-work rights remain subject to legal exceptions. Workers using approved employer-run leave plans follow the same job-protection rules, without the former separate nine-month and 965-hour test for the prior 12 months.
Workers face deadlines for returning after leave
Beginning January 1, 2026, your right to get your job back generally ends on your first scheduled workday after leave. It ends sooner if you reach 16 typical workweeks of continuous or combined intermittent leave within 52 consecutive calendar weeks. The limit is 18 typical workweeks when leave includes a pregnancy-related serious health condition that causes incapacity. A written agreement with your employer, directly or through your bargaining unit, can change these limits. For continuous leave over two typical workweeks, or combined intermittent leave over 14 typical workdays, employers must give at least five business days’ advance written notice of when job protection ends. The notice must use a language you understand and a delivery method reasonably certain to reach you promptly. These limits do not change eligibility for paid leave benefits.
Workers can claim shorter paid leave
Beginning January 1, 2026, eligible Washington workers can claim paid family or medical leave for four consecutive hours. The former minimum was eight consecutive hours. This makes benefits available for shorter periods away from work.
Workers get clearer paid leave rights notices
Beginning January 1, 2026, Washington employers must post fuller paid leave notices where workers and job applicants usually see notices. Notices must explain eligibility, possible weekly benefits, how to apply, job protection, nondiscrimination rights, and other program protections. Qualified workers absent for more than seven consecutive days for family or medical leave must also receive a written rights statement. Employers have five business days after the later of the seventh day of absence or receiving notice of the leave. The statement must also explain where to find more information.
Employer outreach and audits support leave compliance
Beginning January 1, 2026, Washington’s Department of Labor and Industries must regularly explain paid leave responsibilities to employers. Outreach covers premium collection, worker notices, job protection, and grants for eligible employers. The department can also periodically audit employer files and records to support compliance and enforce the law. Audits can include records from approved voluntary leave plans.
Worker counts shape employer premiums and help
Beginning January 1, 2026, Washington uses a four-quarter average to determine employer size for paid leave premiums and employer assistance. The department averages reported worker counts from the last day of each of the four preceding completed calendar quarters. That size determination applies for the next calendar year. It can affect both premium obligations and access to assistance, but does not set a new premium amount.
Sponsors & Cosponsors
Sponsor
Liz Berry
Democratic • House
Cosponsors
Beth Doglio
Democratic • House
Chipalo Street
Democratic • House
Cindy Ryu
Democratic • House
Darya Farivar
Democratic • House
Debra Lekanoff
Democratic • House
Edwin Obras
Democratic • House
Emily Alvarado
Democratic • House
Gerry Pollet
Democratic • House
Joe Fitzgibbon
Democratic • House
Julia Reed
Democratic • House
Mary Fosse
Democratic • House
Natasha Hill
Democratic • House
Nicole Macri
Democratic • House
Osman Salahuddin
Democratic • House
Sharlett Mena
Democratic • House
Sharon Wylie
Democratic • House
Strom Peterson
Democratic • House
Tarra Simmons
Democratic • House
Timm Ormsby
Democratic • House
Roll Call Votes
House vote • 4/19/2025
Final Passage as Amended by the Senate
Yes: 57 • No: 38 • Other: 3
Senate vote • 4/15/2025
3rd Reading & Final Passage as Amended by the Senate
Yes: 28 • No: 20 • Other: 1
House vote • 3/11/2025
3rd Reading & Final Passage
Yes: 55 • No: 41 • Other: 2
House vote • 3/10/2025
715 Jacobsen Pg 14 Ln 20
Yes: 44 • No: 51 • Other: 3
Actions Timeline
Effective date 1/1/2026.
5/17/2025HouseChapter 304, 2025 Laws.
5/17/2025HouseGovernor signed.
5/17/2025legislatureDelivered to Governor.
4/23/2025legislaturePresident signed.
4/23/2025legislatureSpeaker signed.
4/22/2025legislaturePassed final passage; yeas, 57; nays, 38; absent, 0; excused, 3.
4/19/2025HouseHouse concurred in Senate amendments.
4/19/2025HouseThird reading, passed; yeas, 28; nays, 20; absent, 0; excused, 1.
4/15/2025HouseRules suspended. Placed on Third Reading.
4/15/2025HouseCommittee amendment(s) adopted with no other amendments.
4/15/2025HousePlaced on second reading by Rules Committee.
4/11/2025HousePassed to Rules Committee for second reading.
4/8/2025HouseMinority; do not pass.
4/8/2025HouseWM - Majority; do pass with amendment(s).
4/8/2025HouseReferred to Ways & Means.
3/31/2025HouseAnd refer to Ways & Means.
3/28/2025HouseMinority; do not pass.
3/28/2025HouseLC - Majority; do pass with amendment(s).
3/28/2025HouseFirst reading, referred to Labor & Commerce.
3/13/2025HouseThird reading, passed; yeas, 55; nays, 41; absent, 0; excused, 2.
3/11/2025HouseRules suspended. Placed on Third Reading.
3/11/2025HouseFloor amendment(s) adopted.
3/11/2025HouseHeld on calendar.
3/10/2025House2nd substitute bill substituted.
3/10/2025House
Bill Text
Session Law
5/22/2025
Bill as Passed Legislature
4/23/2025
Engrossed Second Substitute
3/11/2025
Second Substitute
2/28/2025
Substitute Bill
2/12/2025
Original Bill
1/13/2025
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