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WashingtonSB 52172025-2026 Regular SessionSenateWALLET

Expanding pregnancy-related accommodations.

Sponsored By: T'wina Nobles (Democratic)

Signed by Governor

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Bill Overview

Analyzed Economic Effects

4 provisions identified: 4 benefits, 0 costs, 0 mixed.

More ways workers enforce pregnancy rights

Beginning January 1, 2027, Washington's Department of Labor and Industries must investigate complaints and enforce the new workplace accommodation rules. It must first try in good faith to reach agreement with the employer before issuing a temporary order. These orders last up to 90 calendar days; extending them requires court relief. People injured by violations can sue to stop violations and recover actual damages, costs, reasonable attorney fees, and other allowed remedies. The department can impose civil penalties, but cannot duplicate penalties for the same milk-expression violation. Penalties go to the Supplemental Pension Fund. The department must adopt enforcement rules and post prominent online materials explaining accommodation rights and duties. Conduct on or before December 31, 2026, remains covered by the prior law, with claims available within existing filing deadlines. The new chapter covers conduct on or after January 1, 2027.

Paid milk-expression breaks for working parents

Beginning January 1, 2027, Washington employers must provide reasonable breaks whenever employees need to express breast milk. This right lasts up to two years after the child's birth. Employers must provide a private place other than a bathroom if one exists at the worksite. Otherwise, they must work with the employee to find a convenient place and schedule. Breaks and travel time to that place are paid at the employee's regular rate. This time is added to meal and rest breaks and cannot be charged to paid leave.

Stronger workplace protections for pregnant workers

Beginning January 1, 2027, Washington employers with at least one employee must make reasonable changes for pregnancy-related needs. This includes religious nonprofits. Changes can include adjusted schedules, equipment, lighter work, help with manual labor, and time for prenatal or postpartum visits. Employers generally can refuse changes only by showing significant difficulty or expense. They cannot use that defense for restroom breaks, food or drink rule changes, seating, or limits on lifting over 17 pounds. Employers cannot retaliate for requesting, declining, or using accommodations, or deny qualified workers job or training opportunities because they need accommodations. They cannot force leave when another reasonable change is available. Medical notes may be requested for some changes, but not certain basic accommodations or milk-expression breaks. Employers do not have to create new positions.

Jury relief for breastfeeding parents and seniors

Beginning January 1, 2027, breastfeeding parents or people expressing milk for an infant under 24 months can request jury-service relief. They must submit a signed statement that they cannot serve for that reason. Courts must grant a delay or excuse from service and cannot require a doctor's note. People age 80 or older can request a health-based excuse without a doctor's note. Courts must also allow jurors to move their service to another term within 12 months.

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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