Washington — Leave Laws

Washington operates a state-administered Paid Family and Medical Leave (PFML) insurance program under Title 50A RCW, effective January 1, 2020. The program provides wage-replacement benefits for eligible employees taking leave to bond with a new child, care for a family member with a serious health condition, address the employee's own serious health condition, or handle qualifying military exigencies. The Washington Employment Security Department administers the program; benefits are paid from an insurance fund financed by employer and employee premiums, not directly by individual employers.

Source: RCW 50A.05.010

Washington's PFML program allows eligible employees up to 12 times their typical workweek hours of paid family leave during a 52-week period, and separately up to 12 times their typical workweek hours of paid medical leave during the same period (for most employees, 12 weeks each). Medical leave may be extended by an additional 2 times the typical workweek hours if the employee experiences a serious health condition with a pregnancy that results in incapacity (14 weeks total medical leave). Employees experiencing multiple qualifying events in one claim year may receive up to 16 weeks combined, or up to 18 weeks if pregnancy complications qualify for the extension.

Source: RCW 50A.15.020(3)

An employee becomes eligible for Washington PFML benefits after working at least 820 hours in employment during the "qualifying period." This hours threshold applies regardless of the number of employers — hours from multiple jobs in Washington are combined to meet the 820-hour requirement.

Qualifying period calculation

The qualifying period is defined in RCW 50A.05.010(21) as "the first four of the last five completed calendar quarters or, if eligibility is not established, the last four completed calendar quarters immediately preceding the application for leave." This two-step test provides a fallback window for employees whose work patterns shifted during the five-quarter period.

For example, an employee who applies for leave in June 2026 would first be evaluated using the four quarters from Q1 2025 through Q4 2025 (the "first four of the last five" — skipping Q1 2026, which is not yet complete at the time of application). If that employee worked fewer than 820 hours during those four quarters, the department would then check the immediately preceding four completed quarters (Q2 2025 through Q1 2026, once Q1 2026 is complete).

Hours aggregation across employers

The 820-hour threshold is cumulative. An employee who worked 500 hours for Employer A and 400 hours for Employer B during the qualifying period has met the 900-hour total and is eligible. The statute does not require any minimum tenure with a single employer or any minimum hours per week; part-time, seasonal, and temporary work all count toward the 820 hours.

Premium payment vs. benefit eligibility

Eligibility for benefits under RCW 50A.15.010 turns solely on the 820 hours worked during the qualifying period. Premium withholding and employer reporting obligations are separate questions governed by RCW 50A.10.030 and RCW 50A.20.030. An employee who worked 820 hours in Washington during the qualifying period is eligible for benefits even if one or more of those employers failed to remit premiums — the employee does not bear the risk of employer non-compliance with premium-payment obligations.

Self-employed and elective coverage

Self-employed individuals, including sole proprietors, independent contractors, partners, and joint venturers, may elect coverage under RCW 50A.10.010. Those who elect coverage must also work 820 hours in Washington during the qualifying period after electing coverage to become eligible for benefits, and must pay 100 percent of the employee premium (because they have no employer to split the cost).

Source: RCW 50A.15.010 Source: RCW 50A.05.010 Source: RCW 50A.10.010