WashingtonHB 24712025-2026 Regular SessionHouse

Concerning collective bargaining for employees not covered by the national labor relations act.

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Bill Overview

Analyzed Economic Effects

11 provisions identified: 5 benefits, 1 costs, 5 mixed.

Workers gain remedies for bargaining violations

Beginning June 11, 2026, the commission and superior courts share authority to remedy covered bargaining-rights violations. The commission can order violations stopped, award damages, reinstate workers, and require payment of reasonable legal fees and costs. The commission, affected workers, or their representative can seek court enforcement or temporary relief. Remedies depend on the violation and the case.

Workers get state union selection routes

Beginning June 11, 2026, the commission decides which workers bargain together, except when certifying an existing federal representative. It weighs duties, skills, work conditions, bargaining history, worker organization and preferences, while avoiding overly divided groups. With one union seeking representation and no current representative, it can check authorization cards against employer records; support must exceed 50%. If the commission uses an election, a requesting group needs at least 30% written support; other groups need 10% for ballot access. Secret ballots include a no-representation option, with a top-two runoff when no choice wins a majority. A certified union represents every worker in the group, including nonmembers.

Workers keep contracts during state transition

Beginning June 11, 2026, existing federally certified or voluntarily recognized unions can apply for state certification after federal preemption ends. The Washington Public Employment Relations Commission must promptly certify them and finish verification within one month, unless exceptional cause exists. Existing work terms stay in force during verification, and federal union contracts remain enforceable on their terms. Covered employers and unions must bargain in good faith over pay, hours, working conditions, and grievance steps. Employers must bargain before changing those terms; unilateral changes can go to arbitration. After a contract expires, its terms continue until renegotiated, except bans on strikes or lockouts.

Stalled worker contracts require binding arbitration

Beginning June 11, 2026, unresolved contract issues require binding arbitration after six months from certification or the previous contract's expiration. Parties can extend talks in writing for one month, then month to month; arbitration starts when no extension remains. If they cannot choose an arbitrator within five days after the bargaining deadline, they must request a qualified list. The request goes to the commission, or by mutual agreement to the American Arbitration Association. The arbitrator sets a hearing within two months of appointment; final positions must be exchanged at least 10 working days beforehand. Written findings and a decision are due within 30 days after the hearing. The arbitrator forms a complete contract, considering final offers, agreed terms, mediator findings, ability to pay, comparable compensation, and local living costs. The decision binds both sides, with limited court review.

State bargaining protections for covered workers

Beginning June 11, 2026, Washington bargaining rules cover qualifying workplaces when federal law stops blocking state regulation. Coverage also starts when the National Labor Relations Board declines or loses jurisdiction, or finds a workplace outside its jurisdiction. Covered employees include consumer-directed employer workers and certain workers whose work stopped because of a labor dispute. Exclusions include independent contractors, supervisors, public employees, and workers covered by specified other Washington labor laws. Workers employed only by a parent or spouse, with no third-party work, are also excluded. The chapter does not cover workplaces, trades, or industries already outside federal labor-law jurisdiction on the effective date.

Workers and employers get dispute help

Beginning June 11, 2026, the commission must provide mediation when an employer and its union representative jointly request it. If mediation fails, any party can request fact-finding by the mediator. For disputes about applying a union contract, both sides can jointly ask the commission to appoint an arbitrator. This option supplements the contract's selection process, and the contract's arbitration procedures still apply. The commission cannot charge employers or union representatives for its services under the chapter.

Workers gain privacy for union communications

The law generally protects union-representation communications from forced disclosure, including discussions about pay, grievances, personnel matters, and working conditions. Protection covers represented and formerly represented employees, communications with union representatives, and communications between representatives. Exceptions include preventing crimes posing a clear, imminent risk of serious injury or death, and employee cases involving crimes, assault, or battery. Cases against unions or related bodies and a member's admission of, or intent to commit, criminal conduct are also exceptions. A member who is a party to a case can obtain and testify about their own relevant prior statement. Doing so does not make that statement discoverable over the member's objection. Public-records requirements and mandatory reporting duties still apply. Beginning June 11, 2026, the existing union-representation privilege also applies to covered labor organizations in proceedings under this chapter.

Workers face union challenge time limits

Beginning June 11, 2026, representation questions are barred for one year after certification or an attempted certification. During a valid union contract, a question can be raised only 90 to 60 days before the contract expires. Automatic renewal or extension does not block a question when it extends the contract's total term beyond three years.

Privacy protections for patients and survivors

The law protects specified communications with doctors, qualified peer supporters, addiction recovery sponsors, and sexual assault or domestic violence advocates. Doctor-patient privilege is waived 90 days after filing a personal-injury or wrongful-death case, to the extent court rules allow. Peer-support protection excludes certain responders or corrections staff involved in the incident; sponsor communications require written authorization for disclosure. Advocates can disclose without consent when silence likely creates a clear, imminent risk of serious physical injury or death. Advocates acting in good faith receive civil and criminal immunity and a presumption of good faith. Mandatory reporting duties remain in place.

Construction workers get special union hiring rules

Beginning June 11, 2026, employers mainly in construction can make agreements with unions whose members include construction workers. The union does not need established majority status under this chapter. Agreements can require job notices to the union and allow referrals of qualified applicants. They can also set minimum training or experience and hiring priority based on length of service, including geographic or industry service.

Health care workers retain strikes with notice

Beginning June 11, 2026, the law preserves the right to strike for covered workers. A union planning a strike or group refusal to work at a health care institution must give written notice. Notice must reach the institution and the commission at least 10 days before the action. It must state the action's start date and time.

Sponsors & Cosponsors

Sponsor

Shaun Scott
Democratic • House

Cosponsors

Beth Doglio
Democratic • House
Gerry Pollet
Democratic • House
Lisa Parshley
Democratic • House
Liz Berry
Democratic • House
Nicole Macri
Democratic • House

Roll Call Votes

All Roll Calls

Yes: 89 • No: 53

Senate vote • 3/4/2026

3rd Reading & Final Passage

Yes: 31 • No: 18

House vote • 2/13/2026