Summary of August 2025 Labor Law Updates for Seattle, Washington
This legal update summarizes major changes in Washington State labor and employment law during August 2025, for use by HR professionals, employers, and employees. Brought to you by HKM Employment Attorneys. We cover new legislation, key court rulings, and enforcement shifts so you can stay compliant and aware.
Washington State’s employment law landscape as of August 2025 is in a period of rapid change and increasing transparency obligations. Employers should review all job posting practices, layoff plans, sick leave policies, and internal compliance systems. For employees and job applicants, the rights to wage disclosure and protections around layoffs are stronger and more enforceable than ever.
If you or your organization have questions about how these laws apply specifically to your operations in Washington, or need help with compliance or risk assessment, please feel free to contact HKM Employment Attorneys at https://hkm.com.
Securing Timely Notification and Benefits for Laid-Off Employees Act (Mini-WARN) — Legislation
Date Effective: July 27, 2025 (in force during August)
Summary:
Washington passed SB 5525, sometimes called its “mini-WARN” law. Under this law, employers with 50 or more full-time employees must give 60 calendar days’ advance written notice before mass layoffs or business closures, not just to the affected employees (or their union/bargaining representative), but also to the Washington Employment Security Department. Key differences from the federal WARN include: a lower employer size threshold, no 33% requirement for proportion of workforce laid off, and specific rules about aggregating smaller layoffs over 30 days.
Implications:
Employers (50+ full-time) must adjust planning to ensure notice deadlines are met. Affected employees get earlier warning and potentially time to prepare or seek other work or supports. Employers must update policies and perhaps practice forecasting of layoffs more rigorously. Because this law was effective as of late July, it was active during August; August was a compliance month for many.
Amendments to Equal Pay and Opportunities Act (EPOA), Especially SB 5408 — Legislation / Regulatory Change
Effective Date: July 27, 2025 (in force during August)
Summary:
SB 5408 made several changes to Washington’s pay transparency law (EPOA). Some of the key amendments include:
- Employers must receive written notice of a job posting that violates the wage transparency / disclosure requirements before a lawsuit or private right of action can be filed.
- Employers are allowed a cure period of five days after that written notice to correct a job posting violation.
- Clarifications regarding disclosures for internal transfers and promotions and adjustments to how damages and enforcement may work.
Implications:
Employers must establish internal review/compliance systems to catch mis-postings, since even a short typo or omission could trigger notice obligations. Some temporary relief: the cure period may allow correcting errors before litigation, reducing exposure for those who are responsive. Employees and job applicants have clearer statutory footing for enforcing transparency, but with procedural requirements (notice, cure) that can affect timing of claims. These changes were already in effect in August, meaning August saw the new structure for claims under EPOA.
Conclusion: Looking Back on Washington Labor Law Updates from August 2025
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 no‑fee‑unless‑we‑win representation 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.
