Washington State is making waves with a major amendment to its Paid Family and Medical Leave (WA PFML) law, set to take effect January 1, 2026, if funded.
Hereโs what employers need to know:
- ๐๐ฑ๐ฉ๐๐ง๐๐๐ ๐๐จ๐ ๐๐ซ๐จ๐ญ๐๐๐ญ๐ข๐จ๐ง: Thresholds for coverage will now include smaller employers (down to 8+ employees by 2028) and require only 180 days of employmentโno more hour requirement.
- ๐๐จ ๐๐จ๐ซ๐ ๐๐๐๐ฏ๐ ๐๐ญ๐๐๐ค๐ข๐ง๐ : Employers will be able to count FMLA time toward WA PFML job protectionโif proper notice is given.
- ๐๐๐๐ฅ๐ญ๐ก ๐๐๐ง๐๐๐ข๐ญ๐ฌ ๐๐จ๐ง๐ญ๐ข๐ง๐ฎ๐๐ญ๐ข๐จ๐ง: Benefits must now continue during WA PFMLโregardless of FMLA overlap.
- ๐๐๐๐ฎ๐๐๐ ๐๐ฅ๐๐ข๐ฆ ๐๐ฎ๐ซ๐๐ญ๐ข๐จ๐ง: Minimum claim time lowered from 8 to 4 hours.
New Notice & Poster Requirements: Enhanced employee communication will be key to compliance. - ๐๐ฎ๐ฉ๐ฉ๐จ๐ซ๐ญ ๐๐จ๐ซ ๐๐ฆ๐๐ฅ๐ฅ ๐๐ฆ๐ฉ๐ฅ๐จ๐ฒ๐๐ซ๐ฌ: Grants of up to $3,000 per employee on leaveโbut accepting them comes with a three-year premium obligation.
This amendment is a complex shift with significant compliance implications. Employers, especially those in Washington, should begin reviewing their policies and leave procedures now. Stay tuned for more leave management updates from ConnectBridge as this law evolves!