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Washington’s statewide minimum wage is $17.13 an hour effective January 1, 2026, and the state has announced a rate of $17.73 an hour effective January 1, 2027. Those figures are not necessarily the rate that applies to every job: local minimum wages may be higher, and rules for overtime, breaks and leave depend on factors such as the workweek, job duties, industry and worker age.
This guide covers statewide baselines for Washington workers. For current calculations, exemptions, complaint instructions and local rates, check the relevant Washington State Department of Labor & Industries (L&I) guidance and the rules for the city or county where you work.
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What is Washington’s minimum wage in 2026?
Washington’s statewide minimum wage is $17.13 per hour effective January 1, 2026, according to L&I. L&I announced on September 30, 2026, that the statewide rate will be $17.73 per hour effective January 1, 2027. These are statewide figures; a local jurisdiction may require a higher minimum wage or have additional labor rules. Check the rate for the place where you work and the date the work was performed.
Most employees must receive at least the applicable minimum wage for all hours worked. L&I describes limited exceptions, including some rules for minors and workers exempt from the Minimum Wage Act. A job title or an employer’s assertion alone does not establish that an exception applies; check the legal criteria on L&I’s current minimum-wage guidance.
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How to check the rate that applies
- Identify the date you worked, since Washington’s statewide rate changes over time.
- Check the work location for a higher local minimum wage. L&I’s local-rate information can help direct you to jurisdiction-specific rules.
- If your employer says a lower rate applies, check the specific statutory exception and its requirements with L&I.
When does overtime start in Washington?
For most covered, non-exempt employees, overtime is due after 40 hours in a workweek at no less than 1.5 times the regular rate. L&I describes a workweek as a recurring seven-day period set by the employer; if the employer has not defined one, the calendar week is the default. Overtime is generally calculated by that workweek, not by adding up hours across a pay period.
Washington generally does not require overtime simply because an employee works more than eight hours in one day. Special rules can apply to some public works and specially regulated work, so workers in those settings should check the relevant L&I guidance.
Exempt status depends on legal criteria
Being paid a salary or having a particular job title does not, by itself, make a worker exempt from overtime. Exemption depends on the applicable legal tests, which can include job duties and other requirements. Because the detailed criteria can change and vary by exemption, use L&I’s current overtime guidance rather than assuming that a label on a pay stub or job description settles the question.
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How long are meal and rest breaks?
For most adult, non-agricultural employees, L&I’s general rule is a paid rest break of at least 10 minutes for every four hours worked. A worker generally cannot be required to work more than three hours without a rest break, and breaks should be scheduled as close to the middle of the work period as possible. Rest breaks cannot be waived under the circumstances described in L&I’s guidance.
A meal period generally must be at least 30 minutes. It may be unpaid only when the worker is relieved of all duties for the entire period. If the worker must remain on duty, performs work, or is interrupted and has to resume work, the meal period may need to be paid. Longer shifts may require additional meal periods. L&I describes circumstances in which an employee may agree to waive a meal period; check those conditions rather than treating a meal waiver as automatic.
Rules differ by occupation and age
- Agricultural workers: L&I’s agricultural guidance calls for a paid 10-minute rest period per four hours worked and a 30-minute meal period for each five hours worked. It also requires another meal period when work exceeds 11 hours in a day. Interrupted meal periods count as paid work time.
- Covered healthcare employees: Additional rules govern scheduled breaks, interruptions and mandatory overtime. L&I’s healthcare guidance identifies a July 1, 2026 milestone for penalties tied to certain hospital missed-break thresholds. The specific rules depend on the setting and circumstances.
- Workers under 18: Youth employment rules set different standards. Consult L&I’s youth employment guidance rather than applying the adult rules to a minor.
These are not interchangeable standards. Check the rules for the worker’s age and industry, and for the circumstances of any interrupted or on-duty meal period.
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How does paid sick leave work?
Washington requires covered employers to provide paid sick leave. Under L&I’s current guidance, employees accrue at least one hour of paid sick leave for every 40 hours worked, beginning on their first day of work. They generally may start using accrued leave after 90 days of employment. Employers must carry over up to 40 hours of unused leave to the next accrual year; they may provide more generous accrual, use or carryover terms.
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Keep sick leave distinct from other leave programs
Paid sick leave is not the same program as Paid Family and Medical Leave or federal Family and Medical Leave Act leave. The programs have different eligibility rules, purposes and administering agencies. For a question about a different leave program, use the complaint route for that program rather than assuming the sick-leave process applies.
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Does Washington require vacation, holiday or bereavement pay?
L&I says Washington state law does not generally require employers to provide holiday, vacation or bereavement leave or pay. An employer policy, employment agreement or other applicable rule may still provide those benefits. A benefit offered by an employer is not automatically equivalent to a statutory protected leave, such as paid sick leave.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Where can I report a workplace violation?
L&I accepts worker-rights complaints in listed categories that include minimum wage, overtime, agreed wages, paid sick leave, final pay, tips and service charges, unauthorized deductions, meal and rest breaks, child labor, uniforms, retaliation and termination. Its process includes investigation and appeal steps. The result depends on the evidence and applicable law; filing a complaint does not guarantee acceptance, a particular timeline or recovery of money.
Some leave issues belong with a different agency. L&I directs federal Family and Medical Leave Act matters to the U.S. Department of Labor, Paid Family and Medical Leave matters to Washington’s Employment Security Department, and pregnancy or disability leave matters to the Washington State Human Rights Commission. L&I handles some state leave complaints. Check the relevant agency’s current instructions before submitting a complaint.
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Records that can help explain what happened
Keeping your own records is a practical step, not a legal requirement stated here. If you are concerned about a possible violation, preserve relevant pay statements, hours and schedules, messages with your employer, and applicable workplace policies. Write down dates and details while they are fresh. L&I’s complaint guidance explains what information it requests and how its process works.
Retaliation protections
Under the laws covered by L&I’s guidance, employers may not retaliate against workers for exercising protected rights, discussing a potential violation, or filing or intending to file a complaint. L&I lists retaliation as a complaint category. The protection does not mean every concern will be accepted for investigation or resolved in the worker’s favor; follow the agency’s current instructions for reporting the underlying issue or alleged retaliation.
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