Washington

Below you will find any recent or upcoming changes to the family and medical leave and/or leave income replacement benefit law(s) within this state.

Last Updated: 10/24/2024

Washington Paid Family Medical Leave (PFML) benefits

What is the Update?

Washington Paid Family Medical Leave (PFML)

Update (06/17/24, effective 01/01/25): Washington has announced an increase in the state average annual wage, as well as maximum paid leave benefit amounts. The maximum weekly PFML benefit an employee can receive in 2025 is $1,542 (the maximum weekly benefit in 2024 was $1,456). This benefit rate is applicable for all claims on or after January 1, 2025.

Additionally, new legislation regarding medical certification forms went into effect on June 6, 2024. Healthcare providers must now return completed certification within seven calendar days of receiving the request. Healthcare providers also cannot charge a fee for filling out a form, however, they can charge for the appointment. You can read the update here.

Update (10/24/24, effective 01/01/25): The contribution rate for 2025 is 0.92% (up to the Social Security cap, $176,000). Employers with 50 or more employees in the U.S. will be responsible for contributing 28.48%, with employees contributing the other 71.52%. The Employer Toolkit, mandatory poster, and optional paystub insert will be updated soon and available on the Washington Paid Leave website in early November. We will update the “Notice Requirements” section below when the 2025 poster is released.

Handbook/Policy Updates

N/A

Notice Requirements

The WA PFML poster must be displayed in the workplace. Find the current 2024 poster under “Download the mandatory poster,” as well as the 2024 optional paystub insert here. We will keep you posted once the 2025 WA PFML poster is updated.

Larkin Action

The Larkin Company will adjust offsets for any top-up (leave of absence pay) calculations or STD, accordingly, if we handle these services for you.

Further Company Considerations

Please be sure to adjust your contributions in line with the updates, effective 01/01/25. Additionally, please ensure as a company you are offsetting any salary continuation/company top-up pay aligned with the new maximum weekly benefit rate, effective 01/01/25.*

*Claims that start in 2024 will be awarded 2024 benefit rates. Claims that begin on or after 01/01/25 will be eligible for the new maximum benefit rate.

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Disclaimer

The Larkin Company has taken reasonable steps to ensure the accuracy of the information on this page, however we make no representation or warranty of any kind as to its accuracy or completeness. These resources should not be construed or substituted for legal advice. Accordingly, before taking any actions based upon such information provided herein, we encourage you to seek competent legal advice from a licensed attorney or appropriate professionals.