On May 17, 2025, Governor Bob Ferguson signed HB 1213 into law, expanding protections under Washington’s Paid Family and Medical Leave Act (“PFML”), effective January 1, 2026. Amendments to WA PFML include:

• Expansion of Job Restoration Rights:  The hours component is gone.  Employees will be entitled to PFML job restoration rights if they work for their employer for at least 180 calendar days, regardless of hours worked.
• Reduction of Minimum PFML Increments:  The minimum amount of time that an employee may take PFML is now 4 hours (currently it is 8 hours).
• Clarification of Health Benefit Continuation:  The employer must continue to offer health benefits for any period of time that an employee is entitled to job protection under the PFML law, unless the employee is no longer employed or fails to return to work as required.
• Stacking of Benefits:  Employers can require that employees take PFML concurrently with FMLA in cases where an employee was eligible but did not apply for PFML, so long as the employer provides certain written notices to the employee.

In addition, the amendment provided relief to small employers by phasing in the expansion of job protection requirements over 3 years and increasing access to small business grants.  Note that there are also new updated employer poster and notice requirements, but we’re awaiting further guidance and model notices from Washington.

Immediate Employer Action Items

• Ensure third-party administrators are prepared to administer PFML for your employees in accordance with the amendments;
• Update policies, procedures, and/or voluntary plans;
• Monitor the availability of model employer notices and posters;
• Train human resources teams, managers, and other key stakeholders; and
• Confirm that systems can be configured to reduce leave increments from 8 to 4 hours.

Please reach out to the author if you need assistance with coming into compliance with this law.