Employer resource / Compliance
Washington paid sick leave: the minimums and the policy.
Connect accrual, use, carryover, and notices. Then check whether a local rule or a special industry provision adds requirements.
Quick answer
For employees covered by Washington’s Minimum Wage Act, accrue at least one hour per 40 hours worked. Accrual starts at hire; use generally begins after 90 calendar days. Forty hours is the state minimum carryover amount, not a universal maximum.
A payroll and policy checklist
| Item | Employer action | Timing |
|---|---|---|
| Accrual | At least 1 hour for every 40 hours worked; do not impose an accrual cap inconsistent with the law. | Start at hire. |
| Use | Permit qualifying use after the required service period. | Generally after 90 calendar days. |
| Carryover | Carry at least 40 unused hours, or all of a smaller unused balance, into the next accrual year. | At your defined accrual-year boundary. |
| Employee information | Provide required rights information and regular balance information. | Balance notice at least monthly. |
| Additional rules | Check local ordinances and special provisions, including construction separation rules where applicable. | At policy setup and when circumstances change. |
Qualifying uses are broader than personal illness
Uses include covered illness, injury, health conditions, and medical or preventive care for the employee or covered family members, as well as other protected reasons. Current Washington law also includes qualifying immigration proceedings. Family definitions, closures, domestic-violence-related leave, documentation, and confidentiality require current policy review. Use L&I’s full list rather than a shortened handbook assumption.
A carryover example
Illustrative example
An employee with 26 unused hours carries at least all 26. An employee with 58 unused hours must carry at least 40 under the state minimum; a more generous employer or local rule may require more.
Review the written process
- Check eligibility and any legally excluded categories instead of treating every worker identically.
- Confirm lawful notice and verification requirements and confidentiality protections.
- Review reinstatement and any required payout rules after a separation or rehire.
- Have an employment adviser review the handbook and local requirements.
WIB can connect specialist resources; we do not provide legal advice or certify handbook compliance.
Sources checked September 19, 2026. General information; your plan and circumstances matter.
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