WashingtonHB 23552025-2026 Regular SessionHouseWALLET

Establishing labor protections for domestic workers.

Sponsored By: Brianna Thomas (Democratic)

Signed by Governor

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Bill Overview

Analyzed Economic Effects

9 provisions identified: 8 benefits, 0 costs, 1 mixed.

Household workers can recover losses through claims

Beginning July 1, 2027, workers harmed by violations can sue for actual damages, reasonable lawyer fees, and court costs. The labor department can investigate complaints and related violations, order back pay with 1% monthly interest, and require reinstatement or other remedies. Wage violations use existing wage-payment enforcement; recoverable violations generally reach back 180 days before a complaint, subject to tolling or extensions. The department ordinarily issues a citation or closure letter within 90 days of opening an investigation. Reconsideration decisions are due within 30 days; both deadlines allow extensions for good cause with notice, and decisions can be appealed.

Household workers gain notice or severance

Beginning July 1, 2027, employers generally must give covered household workers at least two weeks' written notice before ending work. Live-in workers generally require at least four weeks' notice. Missing required notice triggers severance: the agreed standard pay rate times regular hours during the missing notice period. Exceptions include specified casual, one-time, or intermittent work, an agreed probation period, qualifying misconduct, and events outside the employer's control. Exceptions also cover agreed significant changes in care needs and a worker's inability to meet written job requirements.

Household workers gain privacy and contract protections

Beginning July 1, 2027, employers cannot use prohibited intimidation or hostile conduct that unreasonably interferes with covered workers' performance. They cannot take or keep workers' belongings or personal documents, such as passports. They cannot monitor private living, bathroom, or changing spaces, monitor private communications, or interfere with those communications. Employers cannot make work depend on waiving legal rights or accepting prohibited contract terms. These terms include specified advance arbitration, nondisclosure, nondisparagement, and noncompete agreements imposed as a condition of work.

Household workers gain protection against retaliation

Beginning July 1, 2027, employers cannot interfere with rights or punish workers for complaints, proceedings, organizing, discussing rights, or disclosing their immigration status. Punishment includes firing, discipline, reduced pay or hours, changed schedules, immigration threats, or reporting immigration status to authorities. Action within 90 calendar days is presumed retaliatory unless clear and convincing evidence shows a lawful purpose; a seasonal rule covers failure to rehire at the next opportunity for the same job. The labor department can order unpaid earnings with 1% monthly interest and reinstatement or equivalent restoration. Penalties equal the greater of $1,000 or 10% of earnings lost to retaliation, capped at $20,000 initially or $40,000 for repeat violations.

Household workers gain wage and overtime protections

Beginning July 1, 2027, covered household workers must get at least Washington's minimum hourly wage. Hours over 40 in a workweek require at least 1.5 times the worker's regular pay rate. A narrow exception covers voluntary extra home care beyond a written agreement solely between the worker and a family member receiving care. Employers cannot take back wages or willfully pay less than an agreement requires. Deductions must have a legal basis or advance written approval for a lawful purpose benefiting the worker; all withholding requires written records.

New protections cover paid household workers

Beginning July 1, 2027, Washington's law covers workers paid for at least four hours of household services in any month. Covered work includes nanny care, home care, housekeeping, cooking, gardening, and household management in private homes. Exclusions include specified casual or intermittent work, family members, certain publicly funded home-care providers, and state agencies as employers. Covered workers cannot lose employee status solely because they live or sleep at work or spend substantial work time on call. Stronger rights under other laws remain in place, and workers can use other available remedies.

State penalties enforce household workers' rights

Beginning July 1, 2027, the labor department can investigate worker complaints and issue citations for violations handled separately from wages and retaliation. Knowing, intentional violations carry a $1,000 penalty; repeat willful violations carry $2,000 to $20,000 each. Repeat status requires a final, binding willful-violation citation within three years, and complaints cannot concern violations more than three years old. Reasonable reliance on qualifying written state guidance prevents these penalties, and corrective action can reduce or erase them. Collected penalties go to the state supplemental pension fund, not directly to workers.

Household workers gain discrimination rights through courts

Beginning July 1, 2027, employers cannot discriminate in covered household workers' compensation or discharge based on protected traits. These include age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, military or veteran status, and disability, including service-animal use. Harmed workers can sue directly under state civil-rights law. They cannot use the state human-rights administrative complaint process for these new unfair-practice claims. Workers already covered by the existing employee discrimination provision are excluded from this new provision.

Household workers get written job terms

Beginning July 1, 2027, employers must give covered household workers a written agreement stating their work and pay. Relevant terms must include schedules, hours, extra-duty pay, deductions, transportation costs, benefits, severance, health insurance costs, fees, and leave. The agreement must use a language both parties understand, and workers must receive a copy and rights notice. Employers must keep hours, pay, and applicable leave records and provide them and the agreement to the labor department after a complaint. The department must offer model agreements and rights notices in at least eight commonly spoken state languages, with contact information in the notice.

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

All Roll Calls

Yes: 85 • No: 59

Senate vote • 2/26/2026

3rd Reading & Final Passage

Yes: 28 • No: 20 • Other: 1

House vote • 2/12/2026