2024 enters its final days with anticipation for what is to come. Throughout the past 12 months, workers, attorneys, and legislators have developed and passed new laws that will benefit employees across Washington state. Here are the new employment laws that will go into effect in the New Year:
Access to Paid Sick Leave
Senate Bill 5793 makes small changes that will have a massive impact on how workers can use their sick leave in Washington. An amendment to RCW 49.46.210, this act redefines family to include individuals residing in an employee’s home or are dependent on an employee for care.
App-based transportation workers will also benefit from the amendment. Starting in 2025, drivers will accrue sick leave and be exempt from retaliation for using it.
The law this bill amends addresses the use of sick leave to provide care for a family member who is ill or whose school or place of care has closed due to a public emergency. In a state with so many diverse communities, cultures, and jobs, this change is of great importance. Inclusivity in definition and the accrual of sick leave will allow for much greater flexibility when caring for loved ones.
Fair and Transparent Treatment for App-Based Workers
This new law provides in-depth protections for gig-workers, specifically regarding deactivation. In short, network companies—like Lyft or Uber—will no longer be able to deactivate their workers without proper warning or supporting evidence. Workers will also be able to challenge a notice of deactivation and are entitled to access the evidence provided as reason for the deactivation.
This law is a massive step towards addressing retaliation and discrimination in previously unprotected fields. Not only does it provide a more fair and equitable process for employees, but it also keeps companies in check by limiting their power to deactivate workers at will.
Protections for Adult Entertainers
Preceded by the Strippers’ Bill of Rights, new laws for adult entertainers will take effect on January 2, 2025. These new laws elaborate on the aforementioned bill, requiring panic buttons, improved security and complaints processes, and conflict-resolution training. Clubs will now be able to ban violent or problematic customers. Lastly, the bill will eliminate systems that have previously required entertainers cover a club’s fees.
Restrictions on Mandatory Overtime
The Department of Labor & Industries has updated the policy for mandatory overtime in hospitals. Over the past several years, this policy has been updated to protect the rights and needs of over-worked healthcare workers. Most recently it has been updated to include any hospital employee who is directly involved in patient care, including hourly workers or those covered in a collective bargaining agreement. Non-compliance with the law could result in penalties to the hospital; however, for some small hospitals and critical access clinics, the law will not take effect until July.
There are some exceptions to which employees are covered by the law and when. If the overtime is caused by an unforeseeable emergent circumstance, prescheduled on-call time, a procedure that is already in progress, or an understaffing issue (provided the employer has attempted to obtain staffing), mandatory overtime may still be used.
As we look to the future of employment in Washington state—and throughout the United States—may we take the time to look back at all we have accomplished. The team at Emery | Reddy, PLLC strives every day to make the kind of progress that will lead to fair treatment for all workers. Let’s make 2025 a year we can look back on with pride!
