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Overtime Laws Washington

Washington State's overtime laws require non-exempt employees to be paid 1.5 times their regular rate for hours over 40 per week. Harvest helps track this efficiently.

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What will your overtime pay be?

Calculate regular and overtime earnings based on your hours and rate. Supports standard time-and-a-half and double-time multipliers.

$
Standard is 40 hours/week (FLSA threshold)
1.5x
1.5x = time and a half (most common). 2x = double time (CA after 12h, holidays).
Some states require 2x pay after 12 hours/day or on 7th consecutive day.
Total gross pay $0
Regular pay $0
Overtime pay (1.5x) $0
Double-time pay (2x) $0
Effective hourly rate $0

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Understanding Washington's Overtime Basics

In Washington State, overtime laws mandate that non-exempt employees receive overtime pay for hours worked beyond a standard 40-hour workweek. This rate is set at 1.5 times the employee's regular hourly rate. Employers have flexibility in defining their workweek as any seven consecutive days, but it must consistently start on the same day each week. Notably, unlike some states, Washington does not generally require daily overtime pay for hours over eight in a single day, except in specific public works scenarios.

Washington law strictly prohibits any agreements that waive an employee's right to overtime pay, ensuring strong protections for workers. Employers can mandate overtime work, provided they compensate at the appropriate rate. These regulations, which often exceed federal standards, highlight Washington's commitment to fair employee compensation.

Who is Eligible? Exemptions and Salary Thresholds

Eligibility for overtime pay in Washington is determined by a combination of job duties and salary thresholds. The Executive, Administrative, and Professional (EAP) exemptions require employees to meet specific job duties tests and be paid a salary that meets state-defined thresholds. As of 2026, this threshold is $1,541.70 per week, or $80,168.40 annually, which is 2.25 times the state minimum wage.

This salary requirement is notably higher than the federal threshold of $684 per week, reflecting Washington's stronger worker protections. These thresholds have been incrementally increasing since 2020 and will continue to rise, reaching 2.5 times the state minimum wage by 2028. Understanding these exemptions is crucial for employers to ensure compliance and avoid penalties.

Calculating Overtime and Ensuring Compliance

Calculating overtime pay in Washington involves determining the employee's regular hourly rate, which includes base pay, non-discretionary bonuses, and commissions. For salaried non-exempt employees, this is calculated by dividing their weekly salary by the number of hours it is intended to cover, typically 40 hours. Overtime pay is then calculated at 1.5 times this regular rate for any hours worked over 40 in a workweek.

Compliance with overtime laws requires accurate timekeeping and meticulous record-keeping. Employers must maintain precise records of all hours worked by non-exempt employees to prevent potential legal issues. Employers are advised against averaging hours across multiple workweeks to avoid overtime pay, as this practice is not permitted under Washington law.

Special Overtime Rules for Specific Industries

Washington has specific overtime regulations for certain industries. As of January 1, 2024, all agricultural workers became eligible for overtime pay for hours worked over 40 in a week, a significant shift from previous exemptions. Healthcare workers also have tailored provisions; certain credentialed employees cannot be required to work beyond their scheduled shifts, more than 12 hours in a 24-hour period, or over 80 hours in a 14-day period, with few exceptions.

Public sector employees have the option of compensatory time off instead of cash overtime, provided it is agreed upon in advance and complies with federal caps. Understanding these industry-specific rules is essential for employers to ensure adherence to state laws and protect their workforce.

Overtime Laws in Washington with Harvest

See how Harvest tracks overtime hours according to Washington's state laws, ensuring compliance with current regulations.

Screenshot of Harvest tracking overtime hours in Washington.

Overtime Laws Washington FAQs

  • In Washington State, the standard overtime rate for non-exempt employees is 1.5 times their regular hourly rate for any hours worked over 40 in a 7-day workweek. This ensures fair compensation for extended work hours.

  • Most hourly, piece-rate, and certain salaried employees are eligible for overtime pay unless they meet specific exemption criteria under the Executive, Administrative, and Professional categories. These employees must meet both job duties tests and salary thresholds.

  • Yes, exemptions exist for Executive, Administrative, and Professional employees who meet specific job duties and salary thresholds. As of 2026, the salary threshold is $80,168.40 annually, significantly higher than the federal level.

  • A workweek in Washington is defined as any seven consecutive days, starting on the same day each week. Employers have the discretion to set this period, but it must be consistent and documented.

  • Recent changes include the gradual phase-in of overtime eligibility for agricultural workers, completed by January 1, 2024. This extension reflects Washington's ongoing effort to enhance worker protections.

  • Yes, employers in Washington can require mandatory overtime, but they must compensate employees at the appropriate overtime rate of 1.5 times the regular hourly rate for all hours over 40 in a week.

  • Collective bargaining agreements may set different terms for overtime pay and working hours. These agreements must comply with minimum state standards but can offer additional benefits, such as comp time options.