top of page
Search

Washington Expands Paid Family & Medical Leave: What Employers Need to Know for 2026


ree

Effective January 1, 2026, Washington’s Paid Family & Medical Leave (PFML) program is expanding under House Bill 1213, and the changes will bring big implications for employers across the state. From smaller businesses gaining new compliance obligations to expanded employee job protections, this update is one HR professionals and business owners can’t afford to overlook.


Important Changes Expected in 2026


Beginning January 1, 2026, Washington’s PFML law will see several major updates:

  • Expanded Job Protection: Employees who have worked 180 calendar days will now qualify for job protection when returning from PFML, down from the previous requirement of 12 months and 1,250 hours.

  • Lower Employer-Size Thresholds:

    • 2026 – Applies to employers with 25 or more employees

    • 2027 – Expands to those with 15 or more employees

    • 2028 – Expands again to employers with 8 or more employees

  • Shorter Claim Minimums: Employees will soon be able to claim leave for as little as 4 hours (down from 8).

  • Health Benefit Continuation: Employers will be required to continue employees’ health coverage during PFML leave whenever job protection applies, even if the leave does not overlap with FMLA.

  • Coordination with FMLA: Employers may count FMLA leave toward PFML job-protection time if proper written notice is provided.

  • Additional Employer Obligations: The bill introduces new notice requirements and small-employer grant opportunities to help offset the costs of compliance.


These changes reflect the state’s effort to make leave benefits more accessible to workers while expanding job restoration rights and simplifying eligibility.


Why It Matters for Employers

The 2026 PFML expansion significantly shifts the compliance landscape. Here’s what this means for employers:

  • More Employers Covered: Businesses that previously weren’t subject to PFML job-protection rules (like those with fewer than 50 employees) will now fall under the new requirements.

  • Policy Updates Needed: Existing handbooks and leave policies must be revised to align with new eligibility and reinstatement standards.

  • Time-Tracking Adjustments: Because employees can now claim leave in 4-hour increments, payroll and HR systems will need to adapt for more precise tracking.

  • Increased Complexity with FMLA: Coordinating PFML and FMLA leave will require careful documentation and communication to ensure compliance.

  • Greater Legal Risk: With more employers included and broader employee rights, the chance of non-compliance penalties increases — making proactive preparation essential.


What Employers Should Do Now

  1. Review Your Policies: Update your PFML and leave-of-absence policies to reflect the new 180-day eligibility rule, smaller employer thresholds, and 4-hour minimums.

  2. Audit Your Workforce: If you have between 25–49 employees, you’ll soon be covered. Begin identifying employees who will gain job-protection rights in 2026.

  3. Coordinate with FMLA: If applicable, ensure your HR team understands when and how to count FMLA leave toward PFML and how to issue required notices.

  4. Check Your Systems: Confirm that your HRIS or timekeeping system can accurately track leave in smaller increments and flag PFML-qualified absences.

  5. Train Your Managers: Managers and supervisors should understand reinstatement rights, health-benefit continuation rules, and proper leave communication protocols.

  6. Communicate Early and Often: Prepare to educate employees about the upcoming changes and update required state posters once they’re released.

 

How OmniaHR Can Help

At OmniaHR, we specialize in helping employers simplify compliance with evolving state and federal employment laws. Our HR consulting team can help your business prepare through:

  • PFML readiness audits and policy updates

  • Employee handbook revisions and compliance alignment

  • Manager training on PFML and FMLA coordination

  • Process reviews to ensure accurate time tracking and documentation


We make sure you stay compliant, minimize risk, and protect both your people and your business.


The Bottom Line

Washington’s PFML expansion takes effect January 1, 2026, with additional phases in 2027 and 2028. Employers should take steps now to review policies, train staff, and prepare for broader coverage.


By acting early, you’ll not only stay compliant but also build employee trust and strengthen your HR foundation, a win-win for your workforce and your business.

 
 
 
bottom of page