Washington Employment Law

Washington state law prohibits employment discrimination based on race, ethnicity, national origin, and sexual orientation, among other protected statuses. If you are part of BIPOC or LGBTQIA+ communities and have been treated differently, passed over for promotion, subjected to a hostile work environment, or terminated because of who you are, you may have a legal claim. Racially charged remarks, unequal treatment, and discriminatory hiring practices can all constitute illegal discrimination under state and federal law.

Employers in Washington are required to provide mandatory paid parental leave and cannot discriminate against employees for taking it. Employers are also required to provide specific accommodations for new mothers expressing breast milk. If you were demoted, disciplined, or terminated after announcing a pregnancy, requesting a milk pumping accommodation, or requesting parental leave, your employer may have violated the law. These protections apply to both parents and extend through the period of bonding with a new child.

Employees with disabilities, including depression, anxiety, substance use disorders, and physical impairments, are protected from adverse employment actions under both Washington and federal law. If your employer knew about your disability or medical condition and used it as a basis for discipline or termination, that conduct may be unlawful. Employers are also required to engage in a good-faith interactive process when an employee requests a reasonable accommodation. Refusing to do so, without proper justification, can expose an employer to significant liability.

Employees who report illegal activity, oppose unlawful conduct, raise workplace safety concerns, or disclose fraud or government waste are protected under whistleblower statutes. If your employer terminated you, demoted you, or otherwise retaliated against you for raising a protected concern, you may have a wrongful termination claim. Common whistleblower cases involve reports of illegal activity, workplace safety complaints, and disclosures related to federal contractors.

Quid pro quo harassment occurs when a supervisor or person in authority conditions employment benefits, such as a promotion, raise, or continued employment, on the acceptance of sexual advances or favors. This form of harassment is among the most direct violations of workplace law and can serve as the basis for a strong legal claim.

A hostile work environment exists when unwanted sexual conduct is severe or pervasive enough to interfere with an employee’s ability to do their job. This can include repeated sexual comments or jokes, unwanted touching, the display of sexually explicit materials, or continuous unwanted advances. A single severe incident may also be sufficient to establish a claim, depending on the circumstances.

Employees who report sexual harassment, whether to a supervisor, HR, or a government agency, are legally protected from retaliation. If you were disciplined, demoted, or terminated after making a report, your employer may have violated the law. Retaliation claims are often as significant as the underlying harassment claim itself.

Beginning June 30, 2027, Washington’s HB 1155 bans noncompetes across the state. The law applies retroactively to void all existing and future noncompete clauses, regardless of an employee’s salary or job title.

It also targets “disguised” noncompetes hidden inside nonsolicitation agreements. Under HB 1155, customer bans are limited strictly to active solicitation (capped at 18 months), and employers cannot prohibit workers from accepting unsolicited business.

Because threatening to enforce an illegal restriction triggers statutory penalties ($5,000+) and attorney fees, taking action early is critical. We help employees challenge void covenants and guide businesses in updating contracts for full compliance.