Like employers in every state, employers in the state of Washington must follow the federal Family and Medical Leave Act (FMLA), which allows eligible employees to take unpaid leave for certain reasons. Once an employee’s FMLA leave is over, the employee has the right to be reinstated to his or her position.
Washington law also gives employees the right to take time off for family and medical reasons. Employees are entitled to the protections of all applicable laws; if more than one law applies, the employee may use the most beneficial provisions.
Washington employees who are eligible may take up to 12 weeks of leave for serious health conditions, bonding with a new child, or preparation for a family member's military service; more leave is available for employees who need to care for a family member who was seriously injured on active military duty. For detailed information on FMLA leave, see Taking Family and Medical Leave.
Washington employers are subject to the FMLA if they have at least 50 employees for at least 20 weeks in the current or previous year.
Employees are eligible for FMLA leave if:
FMLA leave is available if an employee needs time off to:
Washington employees may take up to 12 weeks of leave in a 12-month period for a serious health condition, bonding with a new child, or qualifying exigencies. This leave is available every 12 months, as long as the employee continues to meet the eligibility requirements explained above.
Employees may take up to 26 weeks of leave in a single 12-month period for military caregiver leave. However, this is a per-injury, per-service member entitlement. Unless the same family member is injured again, or another family member suffers an injury while on active duty, an employee may not take additional leave for this purpose.
Employees are entitled to continue their health insurance while on leave, at the same cost they must pay while working. FMLA leave is unpaid, but employees may be allowed (or required) to use their accrued paid leave during FMLA leave.
When an employee’s FMLA leave ends, the employee is entitled to be reinstated to the same or an equivalent position, with a few exceptions.
In addition to the rights granted by the FMLA, employees in Washington have the right to family and medical leave under several state laws.
Employers with at least 50 employees must give eligible employees up to 12 weeks off in a 12-month period for these reasons:
Employers must allow eligible employees with a spouse who is in the National Guard, Reserves, or Armed Forces and is deployed or notified of a call to active duty during a period of military conflict to take time off work. Employees may take up to 15 days of unpaid leave per deployment:
Employers with at least eight employees must allow eligible employees to take time off for the period of time during which they are suffering a disability due to pregnancy childbirth, or related conditions. This time is in addition to the time provided in the federal FMLA and Washington’s family and medical leave law, discussed above.
All employers must provide reasonable leave to employees who have been, or whose family member has been, a victim of domestic violence, sexual assault, or stalking. (Family members include children, spouses, parents, parents-in-law, grandparents, or people whom employees are dating.) Leave is available for the employee to:
After years of postponement, Washington has established a plan for implementing its paid family leave program. Employees who work at least 820 hours during a specific period may collect between 12 and 18 weeks of benefits from the state for the following reasons: to bond with a new child, to care for a family member with a serious health condition, to deal with military-related issues, or to recover from their own serious health conditions. However, these benefits won't be available until January 1, 2020.
Beginning on January 1, 2018, all employers must provide employees with one hour of sick leave for every 40 hours worked. Employees must be allowed to carry over 40 hours of accrued leave from year to year. Once they have been employed for 90 days, employees may use sick leave for their own illness, to care for an ill family member, to seek assistance relating to domestic violence issues, or due to the closure of the employee's workplace or a child's school or daycare by a public official for health reasons.
You can get information on Washington’s leave laws at the website of the Washington State Department of Labor and Industries.