April 2026 Labor Law Updates for Seattle, Washington
Washington State’s April 2026 employment update included federal court rulings on pay transparency and military leave rights, along with major state employment legislation that became the subject of April compliance guidance for employers. This roundup is designed for Washington employees, HR professionals, compliance leaders, and employers tracking Washington State labor law and workplace rights, brought to you by HKM Employment Attorneys.
April 2026 was an important month for Washington State labor law, with pay transparency litigation, military leave litigation, and broad employment legislation affecting noncompetes, pregnancy accommodations, unemployment reporting, wage recovery, I-9 audit notices, and domestic worker rights. Employees and employers with questions about Washington State workplace rights or employment law compliance can contact HKM Employment Attorneys at https://hkm.com for guidance.
Milito v. Expedia Inc. — Pay Transparency Court Ruling
Date: April 3, 2026
Summary:
In Milito v. Expedia Inc., the U.S. District Court for the Western District of Washington remanded a putative class action to King County Superior Court. The plaintiff brought claims under Washington’s Equal Pay and Opportunities Act, alleging that Expedia job postings failed to disclose the required wage scale or salary range and a general description of benefits and other compensation. The federal court did not decide the merits of the pay transparency claim, but it rejected federal jurisdiction and sent the case back to state court.
Implications:
This ruling matters for Washington workplace rights because it shows that pay transparency claims under Washington law continue to generate class-action litigation. Washington employers should ensure that job postings include salary ranges and benefit information required by state law.
Bearden v. City of Ocean Shores — Military Leave and USERRA Court Ruling
Date: April 17, 2026
Summary:
In Bearden v. City of Ocean Shores, the U.S. District Court for the Western District of Washington granted in part and denied in part a firefighter’s motion for summary judgment. The plaintiff, an Army reservist and Ocean Shores firefighter, alleged that the city violated USERRA and Washington military leave law by failing to pay him for up to 21 days of military leave while he was on extended active-duty military leave. The case followed earlier appellate proceedings, including a Washington Supreme Court decision and Ninth Circuit remand.
Implications:
This decision is important for Washington public employers and employees who serve in the military or reserves. Employers should review military leave policies, paid leave obligations, and anti-retaliation protections for service members.
Washington Noncompetition Agreement Ban — Legislation
Date: April 2026 compliance update; effective June 30, 2027
Summary:
Washington enacted HB 1155, which prohibits noncompetition agreements and clarifies nonsolicitation agreements. The Washington Legislature lists the bill as Chapter 149, Laws of 2026, with an effective date of June 30, 2027. April employer guidance emphasized that the law will broadly ban noncompetition agreements with employees and independent contractors.
Implications:
This is one of the most significant Washington State labor law developments for employers and workers. Employers should review noncompete, nonsolicitation, confidentiality, and separation agreements well before the effective date, while employees may gain broader mobility after leaving a job.
Pregnancy-Related Accommodation Expansion — Legislation
Date: April 2026 compliance update; effective January 1, 2027
Summary:
Washington enacted SB 6014, concerning pregnancy-related accommodations. The law confirms that employers may not require health care provider certification for an accommodation limiting lifting to more than 17 pounds and protects pregnancy accommodation records from certain public disclosure. The Legislature lists SB 6014 as Chapter 76, Laws of 2026, with an effective date of January 1, 2027.
Implications:
This update affects Washington employees who need pregnancy-related workplace accommodations and employers responsible for handling accommodation requests. HR teams should update accommodation procedures, manager training, and documentation practices before the law takes effect.
Unemployment Reporting Changes — Legislation
Date: April 2026 compliance update; effective June 11, 2026
Summary:
Washington enacted SB 5874, concerning employers’ information reporting for unemployment compensation. The legislation modifies penalties for reporting errors and amends requirements for employer reporting of employee information, including Social Security numbers and standard occupational classifications. The Legislature lists the bill as Chapter 43, Laws of 2026, with an effective date of June 11, 2026.
Implications:
Washington employers should review unemployment insurance reporting procedures and payroll data systems. Accurate employee information reporting will be important for avoiding penalties and maintaining compliance with state unemployment compensation rules.
Worker Protections for I-9 Inspections, Wage Recovery, and Domestic Workers — Legislation
Date: April 2026 compliance update; most provisions effective June 11, 2026
Summary:
April guidance on Washington’s 2026 employment legislation highlighted several additional laws affecting workplace compliance. These included HB 2105, requiring employers to notify employees within five business days if a federal agency seeks inspection of I-9 authorization forms or related work records; HB 2479, creating a Wage Recovery Program and increasing certain wage-violation penalties; and HB 2355, establishing labor protections for domestic workers, including minimum wage, overtime, advance termination notice, and protections against harassment, discrimination, and personal document confiscation.
Implications:
These changes expand Washington workplace rights across several areas: immigrant worker protections, wage enforcement, and domestic worker protections. Employers should update handbooks, payroll practices, recordkeeping policies, and manager training before the relevant effective dates.
Labor Relations and Construction Workforce Protections — Legislation
Date: April 2026 compliance update; most provisions effective June 11, 2026
Summary:
Washington’s 2026 employment legislation also included HB 2471, which authorizes state regulation of private-sector labor disputes if federal National Labor Relations Act preemption no longer applies or if the NLRB does not assert jurisdiction. The legislative package also included HB 2492, requiring state-registered apprenticeship programs in the building and construction trades to provide behavioral health and wellness training.
Implications:
These laws matter for Washington employers, unions, construction contractors, and apprentices. Employers should monitor labor relations rules and ensure construction apprenticeship programs are ready to meet new training expectations.
Conclusion: Looking Back on Washington Labor Law Updates from April 2026
Washington’s latest court decisions on wrongful termination, discrimination, unpaid wages, and contract disputes highlight the importance of local legal counsel. At HKM Employment Attorneys in Seattle, our dedicated team provides expert guidance through every step—from filing EEOC or L&I claims to litigating in state and federal court. Whether you’re facing a hostile work environment, ethics investigation, contract breach, or wage and hour concerns, our Seattle office offers proven expertise and local insight you can trust. If recent rulings resonate with your situation, contact us to discuss how we can support you and help hold employers accountable in Washington.
