Washington — Hiring & Onboarding

Federal law requires every employer hiring an individual for employment in the United States to complete Form I-9, Employment Eligibility Verification.

Current compliance (as of June 2026):

• Employers must use the current Form I-9 (as published by USCIS) for all hires. As of this update, the edition dated 08/01/23 remains in use, with any updates announced by USCIS at I-9 Central. Employers should monitor for new versions and check the expiration of older editions.
• Employees must complete and sign Section 1 no later than their first day of employment.
• Employers must complete Section 2 within three business days after the employee’s first day of employment, reviewing original documents establishing identity and work eligibility. Remote examination or document flexibility rules may be available per ongoing DHS/USCIS emergency guidance, but these are updated frequently; check I-9 Central for current rules.

Enforcement and violation scope:

• Employers that fail to use the current edition of Form I-9, or that make errors in document review or attestation, risk substantive violations—subject to penalty under federal law.
• U.S. Immigration and Customs Enforcement (ICE) published guidance redefining certain I-9 violations as substantive rather than technical as of 2026, increasing the scope of potential liability. As of this update, the specific ICE fact sheet originally linked is unavailable at its published URL, and a current ICE-hosted copy could not be located. The underlying rule remains supported by public USCIS and ICE compliance materials, but practitioners should confirm the latest enforcement position via official agency updates.

Recordkeeping: Employers must retain each I-9 for three years after the hire date or one year after termination, whichever is later, and must present the form to DHS, DOL, or DOJ officials for inspection upon request.

Source: USCIS I-9 Central Source: ICE Fact Sheet — Substantive I-9 Violations, March 16, 2026 (official ICE PDF unavailable as of 2024-06-17)

Washington’s Fair Chance Act (HB 1298, 2018) prohibits employers from asking about an applicant’s criminal record prior to determining that the applicant is “otherwise qualified” for the position. The law provides: “An employer may not implement any policy or practice that automatically or categorically excludes individuals with a criminal record from consideration prior to an initial determination that the applicant is otherwise qualified for the position.” (HB 1298, Sec. 2(2)).

Meaning of 'otherwise qualified' The statute does not define 'otherwise qualified,' nor does it prescribe a specific process or required documentation for this determination. According to discussion at the Washington State Apprenticeship and Training Council (April 2018), the intent is that employers objectively assess an applicant’s qualifications—education, skills, experience, or other posted requirements—without reference to criminal history, before any inquiry about arrests or convictions. No formalized agency checklist, form, or further regulatory guidance has been issued as of April 2018, the latest period for which state records confirm the status of implementation questions from practitioners.

Best practices (gleaned from the Council’s discussion and statutory structure):

• Set clear, objective, job-specific qualification criteria in advance
• Consistently screen all applicants for those criteria, separate from criminal history
• Document the stage when the minimum-criteria screen is made and that it occurs before background inquiries
• Avoid software or internal processes that would surface criminal history before this threshold is met
• Archive notes or records on the sequence of applicant review in case of challenge

Common pitfalls

• Triggering background checks before verifying basic qualifications
• Failing to record the order of qualification vs. criminal history review
• Using job postings or advertisements that discourage applicants with criminal records (for example, statements like 'no felons' remain prohibited)

As of April 2018 (per agency minutes), no additional formal process or template is mandated. Employers must rely on their own documentation to show sequencing. If further regulatory guidance is issued after this date, the guide will be updated accordingly.

Source: Washington State Legislature – HB 1298 (2018), Fair Chance Act Source: L&I Apprenticeship Council, April 2018 Minutes – HB 1298 application timing

Washington does not require employers to provide a stand-alone written wage or pay notice at the time of hire, but the scope of wage and benefit disclosure obligations continues to broaden under recent statutory and regulatory changes.

No individualized wage notice at hire: There is still no statute or Washington Administrative Code (WAC) section expressly requiring employers to furnish new hires with a tailored wage or pay notice (listing pay rate, frequency, payday, or similar information) at onboarding. Statutory recordkeeping requirements (RCW 49.46.070) and pay statement rules (WAC 296-126-040, WAC 296-131-015) apply at the pay event, not at the point of hire, and have not been amended to add an onboarding notice mandate.

Expanded job posting and hiring-stage disclosure (effective May 22, 2026): As of May 22, 2026, new amendments to WAC 296-123-060, issued by the Washington Department of Labor & Industries (L&I), require employers to disclose the wage scale or salary range, general description of benefits, and other compensation in all job postings for positions to be performed (even partially) in Washington. The revised rules additionally prohibit job postings from requiring a driver’s license unless it is essential to perform the job. (This expands on earlier EPOA amendments and addresses inclusion of non-essential barriers in recruiting materials.)

• The rule applies to postings published or updated on or after May 22, 2026.
• Employers must disclose: (a) minimum and maximum pay reasonably expected for the position, (b) description of all routine benefits, and (c) any other compensation routinely available. Non-compliance subjects employers to enforcement by L&I.

Administrative guidance: L&I’s updated administrative policy (ES.E.2, most recently updated December 3, 2025) reiterates and expands on these requirements, clarifying that employers cannot evade disclosure duties by omitting postings or by listing only partial information. There are also new FAQs explaining what qualifies as a bona fide "essential" requirement for posting a driver’s license condition.

Bottom line: Washington continues to tie wage disclosure rules to job postings and pay statements, not to a written onboarding notice per se. No onboarding-specific wage notice has been imposed as of June 2026. However, job posting and pre-hire transparency obligations have become more demanding, including specific prohibitions on unnecessary driver’s license requirements in postings. Employers should review both the amended WAC and latest L&I guidance to ensure compliance as of effective dates.

Source: WAC 296-123-060 (as amended effective May 22, 2026) Source: RCW 49.46.070 Source: WAC 296-126-040 Source: WAC 296-131-015 Source: L&I Policy ES.E.2 (Dec. 3, 2025)

Washington requires all employers to report new hires and rehires to the Washington State Support Registry (WSSR), which is administered by the Division of Child Support (DCS). A "rehire" is any employee separated from employment for at least 60 consecutive days and then recalled—mirroring the statutory definition under RCW 26.23.040(1)(c).

Who and when to report:

• Employers must report any person newly hired or rehired (after at least 60 days of separation) who will be employed in Washington.
• The report must be submitted within 20 calendar days of the employee’s first day of work. Employers filing electronically can submit two monthly batches, no more than 16 days apart.

Required information:

• Employee’s name, address, and Social Security number
• Employee’s date of hire (first day of work for pay)
• Employer’s name, address, and federal employer identification number (FEIN)

A copy of the IRS Form W-4 (or an equivalent form with these fields) fulfills this obligation.

How to submit:

• Online: Secure Access Washington (SAW) DCS Online portal
• Fax or mail (see DSHS for addresses/numbers)
• Phone (for fewer than ten employees, discouraged)
• Or any other method authorized by DCS

Nonprofit agencies and certain tribes may follow alternative procedures or may be exempt—see WAC 388-14A-8200.

Penalties:

• $25 civil penalty per employee for failure to report
• $500 penalty if the employer and employee conspire to fail to report

Source: RCW 26.23.040 Source: WAC 388-14A-8200 Source: WA DSHS New Hire Reporting

Washington law restricts non‑compete agreements and will soon prohibit them almost entirely. As of January 1, 2020, under RCW 49.62, non‑competes are void and unenforceable unless strict criteria are met. Effective June 30, 2027, all non‑competes (with very narrow exceptions) are flatly banned under HB 1155 (2026 Wash. Laws ch. 149).

Current regime — RCW 49.62 (Jan. 1, 2020 – June 29, 2027):

• Wage thresholds: Non‑competes may only be enforced against employees earning more than $100,000 per year (indexed annually) or contractors earning over $250,000 (also indexed). RCW 49.62.020(1)(b); 49.62.030(1). The Department of Labor & Industries publishes threshold adjustments. 2026 thresholds: $126,858.83 (employees); $317,147.09 (independent contractors) (WSR 25‑20‑099).
• Notice: Non‑competes must be in writing and fully disclosed before or at the time of acceptance; if presented after employment begins, independent consideration is required (RCW 49.62.020(1)(a)).
• Duration: A duration exceeding 18 months is presumed unreasonable (RCW 49.62.020(2)).
• Lay‑off protection: Post-layoff non‑competes require garden-leave equivalent compensation (RCW 49.62.020(1)(c)).
• Penalties: Greater of actual damages or $5,000/statutory minimum, plus fees (RCW 49.62.080).
• Retroactivity: Applies to actions after Jan. 1, 2020 (RCW 49.62.100).
• Exclusions: Nonsolicitation, confidentiality, sale of business/goodwill, and franchise-sale covenants are excluded (RCW 49.62.010(4)).

Full ban — HB 1155 (2026 Wash. Laws ch. 149) (effective June 30, 2027):

• Complete prohibition: Nearly all non‑competes are void and unenforceable regardless of wage, role, or prior lawful status.
• Notice duty: By October 1, 2027, employers must use reasonable efforts to notify any current or former workers whose non‑competes would otherwise remain in effect that those covenants are void (HB 1155 § 3(3)).
• Remedies: Employers may not enforce, threaten to enforce, or represent that non‑competes remain valid after the cutoff; statutory damages and attorney general enforcement available (HB 1155 § 4).
• Effective date: The ban takes effect June 30, 2027. Wage threshold and duration rules remain in effect through June 29, 2027, after which all covered non‑competes are prohibited.

Recent change: Prior threshold-adjustment mechanics (RCW 49.62.030, .040) and wage-indexing are repealed for agreements on/after June 30, 2027. Statutory text and Department of Labor & Industries guidance were updated in 2026 and 2027 to reflect the statutory changes. Employers should review the legislative history for confirmation of sunset periods and enforcement boundaries.

Source: RCW 49.62 (chapter including amendments and transition) Source: Department of Labor & Industries—Non‑compete (2026 Wage Thresholds, WSR 25‑20‑099) Source: Engrossed Substitute House Bill 1155, 2026 Wash. Laws ch. 149 (full ban, notice duty, effective dates)

Washington law expressly prohibits both the state and its political subdivisions (cities, counties, towns, etc.) from requiring private employers to use any electronic employment verification system, including E‑Verify, except when required by federal law or as a condition of receiving federal funds. This prohibition was enacted through HB 2568 (2012), effective June 7, 2012. The statutory text provides: "Except as required by federal law or as a condition of receiving federal funds, neither the state nor any county, city, town, or other political subdivision shall require an employer...to use an electronic employment verification system." This bars the state from imposing a general E‑Verify mandate on private employers, preserving voluntary participation unless some federal obligation attaches.

Federal contractors, however, are separately governed by the Federal Acquisition Regulation (FAR) and the specific E‑Verify clause at FAR 52.222‑54. Under this clause, certain federal contract holders must enroll in and use E‑Verify as a term of their contract, regardless of Washington’s statutory policy.

Local government contracts: While the statewide rule prohibits localities from mandating E‑Verify for all employers, some counties (e.g., Clark, Pierce, Whatcom, Lewis) and cities (Centralia, Lakewood, Sumner, Chehalis, Napavine, Kennewick, Washougal) had previously adopted local policies requiring contractors on public works or procurement contracts to use E‑Verify. These requirements are typically limited to vendors providing goods or services to those specific public entities. The list of local policies described here is based on legislative analysis during the adoption of HB 2568; practitioners should always confirm current local procurement rules.

Summary bullets:

• Private employers in Washington: Voluntary E‑Verify use only; no state/local mandate unless required by federal law or funds.
• Federal contractors: Mandatory E‑Verify if contract contains FAR 52.222‑54.
• Local government contractors: Some counties/cities require E‑Verify for vendors performing local public contracts (per legislative analysis; not codified statewide).

Source: 2012 Wash. Sess. Laws ch. 161, Sec. 1 (HB 2568) Source: FAR 52.222‑54

Washington imposes pay transparency requirements during the hiring process for employers with 15 or more employees. Under RCW 49.58.110, effective January 1, 2023, such employers must include the wage scale or salary range, and a general description of all benefits and other compensation, in job postings for positions that will be performed in Washington.

What must be disclosed in job postings:

• The "wage scale or salary range" means the minimum and maximum salary that the employer in good faith believes they would pay for the advertised position (RCW 49.58.110(3)).
• "General description of benefits and other compensation" refers to all benefits generally offered to the position, including health care, retirement, and any other form of compensation routinely provided.
• The law covers postings both by the employer and by third parties, if the position could be performed in Washington (including remote roles open to Washington candidates).

When and how disclosure is required:

• The disclosure must appear in every job posting for a covered position, starting at the first public posting. If no posting is made (for example, direct recruitments without an advertised position), employers must still provide this information to applicants who are offered a position, or are offered an internal transfer or promotion, when the applicant requests it (RCW 49.58.110(1)(b)).
• The same requirements apply regardless of whether the job is remote or onsite, as long as a Washington worker could be hired for the position.

Agency enforcement and further guidance:

• The Washington Department of Labor & Industries (L&I) enforces these requirements and has published guidance clarifying, for example, that employers may not use open-ended ranges (such as “$60,000 and up”) and must disclose bonuses, commissions, and incentive pay if the employer reasonably expects such compensation for the position. Detailed examples and Q&A are available in L&I’s published FAQ. These agency interpretations fill in practical details, but RCW 49.58.110 controls in the event of a conflict.
• Statutory violations are enforceable by L&I and may subject employers to civil penalties and compensatory damages as provided for in the statute.

Source: RCW 49.58.110 Source: WA Dept. of Labor & Industries—Pay Transparency Act FAQs

Washington state law prohibits employers from using a job candidate’s off-duty cannabis use or non-psychoactive cannabis metabolites (the residual products from cannabis that linger after impairment has passed) as the basis for rejecting them at the hiring stage. Under RCW 49.44.240(1)(a), an employer may not discriminate in initial hiring for either:

• the applicant’s use of cannabis off the job and away from the workplace; or
• an employer-required drug test that returns a positive result for non-psychoactive cannabis metabolites in hair, blood, urine, or other bodily fluid.

However, RCW 49.44.240(2)(a) clarifies employers may rely on scientifically valid drug testing methods that do not screen for non-psychoactive cannabis metabolites. In other words, if a test measures current impairment (such as active THC in the system) rather than passive metabolite presence, it remains permissible.

The statute carves out exceptions to this prohibition under RCW 49.44.240(3). It does not apply when an applicant seeks:

• employment in a position requiring a federal background check or security clearance;
• employment in general authority law-enforcement roles (as defined in RCW 10.93.020);
• roles in fire departments or first responder positions, including 911 dispatch or emergency medical services;
• correctional officer positions;
• airline or aerospace roles; or
• any other “safety-sensitive” job where on-the-job impairment presents a significant risk of death—so long as the employer identified the position as safety-sensitive before posting.

(See RCW 49.44.240(3)).

Moreover, under RCW 49.44.240(4)(a), state law does not override federal or other state laws that require pre-employment drug testing, such as for federally regulated safety-sensitive positions or when compliance is a condition of federal funding or licensing.

If employers include cannabis testing as part of a broader controlled substance panel, RCW 49.44.240(4)(b) allows this—but the employer must not receive or view the cannabis-specific results.

The act took effect January 1, 2024. Its legislative purpose is to align employment practices with state cannabis legalization and to avoid penalizing lawful off-duty conduct detected only through passive testing.

Source: RCW 49.44.240

Under Washington’s Fair Chance Act (RCW chapter 49.94), employers must follow a mandatory pre-adverse-action process when withdrawing a conditional offer based on an applicant’s adult conviction record.

Key requirements (updated for July 2026 amendments):

• Immediate post-offer notice and AG Guide: If, after making a conditional offer, the employer either (1) advises the applicant that the position is subject to a criminal background check, or (2) the applicant voluntarily discloses criminal history, the employer must immediately provide the applicant with:

a) a written notice summarizing the applicant’s rights and the prohibitions under the Fair Chance Act, and b) a copy of the Washington Attorney General’s Fair Chance Act Guide for Employers and Job Applicants. This obligation arises before conducting a background check or considering any criminal record in a hiring decision. (Attorney General’s FCAA Guide)

• Pre-adverse-action notice identifying the specific record: Before withdrawing a conditional offer due to an adult conviction, the employer must notify the applicant in writing and identify the specific conviction record prompting concern. This allows the applicant to know exactly which record is at issue.

• Two-business-day response window: Upon giving this notice, the employer must keep the position open for at least two business days for the applicant to respond. The applicant may correct or explain the record or submit additional information regarding rehabilitation, good conduct, work experience, education, or training. This waiting period is mandatory.

• Final written decision citing reasons: If, after the response window, the employer decides to proceed with adverse action, it must provide a final written decision to the applicant. This decision must explain the legitimate business reason, specifically referencing statutory factors considered (seriousness of offense, elapsed time, rehabilitation/good conduct, relation to the job, and job context), as set out in RCW 49.94.005(6) and RCW 49.94.010(6).

• Scope and limits: The pre-adverse-action procedures apply only to convictions for adult offenses; use of arrest records or juvenile convictions is generally prohibited as a basis for adverse action (RCW 49.94.010(4)).

• Effective dates: These expanded procedures apply to employers with 15 or more employees beginning July 1, 2026, and to smaller employers starting January 1, 2027.

Recent update (July 2026): The immediate post-offer notice, Attorney General’s Guide delivery, and codified timing/content requirements were added by the 2025 amendments (effective 2026), and must now be followed by covered employers.

Source: RCW 49.94.010 (as amended by 2025 c 71/HB 1747) Source: Washington Attorney General – Fair Chance Act Guide

Washington’s Fair Chance Act, as amended by HB 1747 (2025 c 71), prescribes a mandatory process for employers taking adverse action (such as withdrawing a job offer) based on an adult conviction record discovered after a conditional offer. The law is explicit about both the content and timing of employer notice—and the opportunity for applicant response—before an adverse action can be finalized.

Written notice identifying conviction record If an employer intends to take any tangible adverse employment action based on an applicant’s or employee’s adult conviction history, the employer must first provide written notice. The written notice must identify the specific conviction record upon which the potential adverse action would be based and inform the applicant or employee of their right to respond. This enables the individual to understand which record is at issue and the reason for potential disqualification. See RCW 49.94.010(5)(b) as amended.

Two-business-day waiting period for applicant response After providing the written notice, the employer is required to hold the position or offer open for a minimum of two business days. This is to allow the applicant or employee the opportunity to correct, explain, or provide relevant information about the record—including evidence of rehabilitation, circumstances of the offense, work experience, education, training, or good conduct (RCW 49.94.010(6)).

Final written decision stating reasons If, following the two-business-day window and consideration of any timely response, the employer decides to proceed with adverse action, it must provide a written final decision. This decision must state the “legitimate business reason” for the action and specifically reference the statutory factors that were considered, as enumerated in RCW 49.94.010(6): seriousness of the offense, time elapsed, rehabilitation/good conduct, relevance to the job, and manner/location of job performance.

Employer size and effective date These requirements apply to employers with 15 or more employees (counted on each working day in each of 20 or more calendar weeks in the current or preceding year) beginning July 1, 2026, and to smaller employers beginning January 1, 2027 (see RCW 49.94.010(9)).

Source: RCW 49.94.010(5)-(6), as amended by 2025 c 71 (HB 1747)

Washington law does not generally require employers to furnish new hires—or employees at onboarding—with a package of written notices about wage payment, workers’ compensation, paid sick leave, or similar rights. The primary exceptions and rules are below. Caveats are based on explicit statute, regulation, and Department of Labor & Industries (L&I) guidance, as of 2026-06-17.

1. Production‑quota disclosure (WAC 296‑136‑030) If an employee is subject to a production quota (a fixed number of tasks or rate per day or shift), Washington requires a written description at hiring (or by July 31, 2024, for incumbents). This must include the quota, any associated discipline for failing to meet it, and any quotas tied to incentives/bonuses, delivered in plain language and in English and one of the top six languages, if applicable. Source: WAC 296-136-030

2. Required workplace posters—including remote employees Washington L&I requires employers to post various official notices (e.g., workers’ compensation “Notice to Employees,” Job Safety & Health Law poster, “Your Rights as a Worker”) at worksites. For employees working exclusively remotely, L&I’s guidance as of June 2026 allows employers to email or provide electronic access to required posters but advises they should ensure employees can view/save these notices. L&I does not expressly require hard-copy delivery to each hire. Source: WA L&I—Required Workplace Posters

3. Paid Family & Medical Leave (PFML) poster Employers must post the PFML notice in a conspicuous workplace location. For remote employees, L&I and the Employment Security Department allow digital delivery comparable to other required posters, as described above. Source: WA Paid Family & Medical Leave—Employer Responsibilities

4. Wage/salary/benefit disclosure in job postings—Equal Pay & Opportunities Act RCW 49.58.110 requires employers with 15 or more employees to include the wage scale or salary range and a general description of all benefits/other compensation in all job postings. No separate individual notice is required at hire, but this information must be available to employees upon request for any offered position or promotion. Source: WA Equal Pay & Opportunities Act—L&I

5. No rule requiring individualized wage, sick leave, or minimum wage notices at hire Neither RCW 49.46, RCW 49.48, nor any WAC or L&I posting as of 2026-06-17 requires employers to provide new hires an individualized written notice about wage rate, pay schedule, paid sick leave balance, or minimum wage at the time of hiring. L&I’s guidance is explicit that necessary information on these rights may be met by required posters. If this changes, the guide will be updated accordingly.

Bottom line: Except for the production quota written notice (WAC 296‑136‑030), Washington employers do not have to furnish individualized written hire packets about most employment rights. Required content is satisfied by posters (including electronic delivery for remote staff under L&I guidance), and wage/benefit information is delivered via job postings for covered employers.

Source: WAC 296-136-030 Source: WA L&I—Required Workplace Posters Source: WA Paid Family & Medical Leave—Employer Responsibilities Source: WA Equal Pay & Opportunities Act—L&I

When a Washington employer hires its first (or additional) employee, several state registration and ongoing filing obligations are triggered—distinct from federal onboarding requirements.

1. Business License Application—state onboarding trigger All Washington employers must file a Business License Application (BLA) with the state Department of Revenue (DOR) and indicate their intention to hire employees. This submission automatically registers the business for:

• Unemployment Insurance with the Employment Security Department (ESD);
• Workers' Compensation (Industrial Insurance) with the Department of Labor & Industries (L&I).

Once registered, employers receive ESD and L&I account numbers. Both agencies require employers to file quarterly wage reports—regardless of whether wages are paid that quarter ("zero reporting"). Failure to file (even with no payroll) results in penalties and interest. The BLA may be filed up to 90 days before the first hire, and must be in place before wages are paid.

2. Workers’ compensation coverage—universal, with narrow exemptions Nearly all employers are required to provide workers’ compensation coverage for their Washington employees through L&I unless a statutory exemption applies (see RCW 51.12.020 for limited exceptions, e.g., certain sole proprietors, partners, or independent contractors properly classified). Employers must display the L&I "Notice to Employees" poster and maintain records of work-related injuries.

3. State new hire reporting—deadline and method Every employer must report each new hire and rehire to the Washington State Support Registry (WSSR, housed within DSHS) within 20 calendar days of the employee’s first day of work. Reporting can be completed online, by mail, or fax, and must include the employee’s name, address, Social Security number, hire date, plus employer name, address, and FEIN. Non-compliance results in penalties ($25 or more per infraction, or $500 if conspiring to avoid reporting).

Bottom line: Initial and recurring payroll agency registrations (ESD, L&I) are triggered by the Business License Application—not as a separate employer-side task. Timely new hire reporting is a distinct legal obligation to DSHS with a strict 20-day deadline.

Source: Washington Department of Revenue—Hiring Employees Source: Employment Security Department—Employer Guide to Unemployment Taxes Source: L&I—Employer Coverage Requirements Source: DSHS/Division of Child Support—New Hire Reporting

Washington does not require a general written new-hire notice—such as a pay, wage, or labor rights packet—at the start of employment. Instead, its disclosure rules are targeted: (1) specific to production quotas, (2) addressed through mandatory posters (which can be provided electronically to remote employees under Department of Labor & Industries (L&I) guidance), and (3) in select cases, included in job postings.

No general individualized new-hire wage or rights notice Washington law does not obligate employers to provide new hires a written statement listing wage rate, pay period, pay date, paid sick leave accrual, or statutory employment rights at onboarding. Statutes governing wage payment (RCW 49.46, RCW 49.48), paid sick leave (RCW 49.46.200–.210 & WAC 296-128-600+), and wage transparency (RCW 49.58.110) do not require a stand-alone new-hire disclosure beyond workplace postings and job posting transparency. L&I guidance affirms this: posters and pay statements (furnished at each pay event) are the primary methods of informing employees.

Targeted written notice requirement—production quotas If a nonexempt employee is subject to a production quota, employers must provide the worker with a written description of the quota and any related disciplinary policy at the time of hire (or by July 31, 2024, for current staff), per WAC 296-136-030. The written notice must be in English and, if the employee’s primary language is one of the six most common in the state, in that language as well.

Poster delivery and electronic option for remote hires Employers must post key notices—paid sick leave rights, minimum wage, workers’ compensation, families and medical leave—conspicuously at each worksite. For fully remote employees, required posters can be delivered electronically (via email or through an accessible online portal) so long as employees can review and retain them, according to L&I’s official workplace poster rule. This complies with both the Paid Family & Medical Leave (RCW 50A.20.020, RCW 50A.20.030) and Wage and Hour Act posting duties (RCW 49.12.280; WAC 296-126-080).

No individualized sick leave or wage notice requirement at hire While employers must track and disclose paid sick leave accrual on pay statements (WAC 296-128-760), there is no onboarding notice requirement—employees are informed through posted notices and itemized statements at or before each payday. The law is silent on any requirement to issue a new-hire-specific paid sick leave or wage rights pamphlet.

Bottom line: Washington’s onboarding notice regime is built on targeted notices (for production quota jobs), poster visibility (physical or electronic), and transparency in job postings for covered employers. There is no catch-all new-hire written disclosure duty for wage, paid sick leave, or general statutory rights at hire.

Source: WAC 296-136-030 Source: WA L&I—Required Workplace Posters Source: WAC 296-128-760 Source: RCW 49.58.110