NewsBrief – November 2026
In This Issue:
- Washington Announces 2027 Minimum Wage and Exempt Salary Threshold Increases
- 3 Things to Know About 2027 Salary Budgets
- Your 2026 Year End Safety Compliance Requirements
- Featured Resource: Private Training
- What’s Happening This Month At Cascade
- Membership Benefits Spotlight: Dedicated Consultant
- Pet Spotlight: Meet Winter Culley
Washington Announces 2027 Minimum Wage and Exempt Salary Threshold Increases
Cascade's Compliance Team
compliance@cascadeemployers.com
On September 30th, the Washington State Department of Labor & Industries (L&I) announced the 2027 minimum wage and exempt salary threshold increases.
Beginning January 1, 2027, Washington State’s minimum wage will increase from $17.13 to $17.73 per hour. It is important to note that multiple jurisdictions within Washington have minimum wages that exceed the state’s base minimum wage, and Washington employers should review applicable local rates for 2027.
Additionally, the minimum salary threshold for employees to qualify as exempt from overtime will increase on January 1, 2027, as follows:
- Employers with 50 or fewer employees: $1,595.70 per week ($82,976.40 annually).
- Employers with 51 or more employees: $1,773.00 per week ($92,196.00 annually).
- Qualifying Computer Professionals (all employers): $62.06 per hour
To qualify for the “white collar” overtime exemptions under Washington law, employees must meet the applicable salary or hourly compensation threshold, which is higher than the federal standard. Employees must also meet the applicable federal and Washington duties tests for executive, administrative, professional, or computer employees.
If you have any questions, please do not hesitate to reach out to us. We’re here for you!
3 Things to Know About 2027 Salary Budgets
Cascade's Compensation Team
compensation@cascadeemployers.com
As employers finalize year-end compensation plans, our review of major national and regional salary surveys, including our own 2026-2027 Salary Budget Survey of Oregon and SW Washington employers, points to steady but slightly smaller raises next year.
- Expect raises of about 3.2% to 3.5%. On average across the surveys we reviewed, employers gave total increases of about 3.6% in 2026 and are projecting about 3.2% to 3.5% for 2027. Our region is right in line: local employers gave an average of 3.4% this year and are projecting 3.2% for 2027. Most still plan to give increases: 87% for non-executive staff and 78% for executives.
- The gap between employee groups is closing. Hourly and nonexempt employees saw the largest increases in 2026, but projections for 2027 come in at about 3.5% for nearly every group, from executives to support staff. Nonprofits are projecting a little lower, at about 2.8%.
- Projections tend to run low. In our regional survey, actual increases have often come in above what employers projected. For example, office/clerical employees were projected to receive 3.6% for 2026 but actually received 4.4%. Build a little cushion into your budget.
Key Takeaway: Plan for about 3.5% in 2027, adjust for your size, industry and employee mix, and spend the money where it matters most: top performers, hard-to-fill roles and pay equity gaps.
Leadership Academy: Build the Skills You Need to Lead with Confidence
Carolyn Culley, MAEd, MS - Director of Learning and Development
cculley@cascadeemployers.com
Leadership development often starts with a moment.
Dillon needs to have a difficult conversation with an employee whose performance has been slipping. They know the conversation needs to happen, but they want to approach it thoughtfully and make sure they are clear about expectations while keeping the conversation productive. Having the opportunity to learn, practice, and build confidence before having that conversation can make a real difference.
Reese wants their team to have more opportunities to learn new skills, take on new challenges, and try things outside their usual responsibilities. They know that developing people means more than assigning work. It means creating opportunities for people to grow. Reese is looking for ways to delegate more effectively while giving team members the support and ownership they need.
Jo is leading a team through a significant change. There are questions, uncertainty, and some understandable frustration. Jo wants to help the team navigate what is changing while staying focused on what comes next. Leading through change requires more than having the right answers. It requires communication, adaptability, and the ability to help others move forward.
These are everyday leadership challenges. And they are exactly the kinds of skills leaders can continue to develop throughout their careers.
Learn what you need, when you need it
The new Cascade Leadership Academy provides a flexible way to build practical leadership skills through live, interactive courses.
Maybe you want to strengthen your approach to coaching. Maybe delegation or accountability has become a priority. Perhaps you want to be more productive, lead a multigenerational team more effectively, or influence others when you do not have direct authority. You may simply want to feel more prepared for difficult conversations or become a stronger communicator during change.
The Academy gives you options
We have added new classes and expanded the range of topics available, making it easier to choose learning that fits your role, your experience, and what you are working through right now. You can take individual courses that address an immediate need or build toward a certificate over time.
There are two certificate paths:
- Leadership Certificate: For supervisors and mid-level managers.
- Leadership Professional Certificate: For experienced and senior leaders who want to continue developing their leadership capabilities.
There is no deadline for completing the certificate, so your development can happen at a pace that fits your work and your goals.
Leadership development for the moments that matter
The best time to build a leadership skill isn’t always after you need it.
Sometimes it is before the difficult conversation. Before handing an important project to someone who is ready for more responsibility. Before guiding a team through change.
The Leadership Academy gives you a place to prepare, practice, and keep building your skills along the way.
What leadership skill would make your next challenge a little easier? Start there.
Explore the Leadership Academy and find your next course →
Featured Resource: Private Training
Carolyn Culley, Director of Learning and Development
training@cascadeemployers.com
What is it?
Training designed just for your team! Topics include leadership and supervision, communication and conflict, performance management, employment law, and harassment prevention, among many others. Choose a course from Cascade’s Training Catalog, combine topics, or work with us to develop content around your goals. Sessions can be held onsite, live online, or a combination of both. Private training is available to members and nonmembers, with preferred pricing for Cascade members.
Why use it?
Learning together builds shared understanding, strengthens team connections, and gives employees the chance to practice new skills together. We’ll talk with you about your goals and challenges, and we can tailor the training to your policies, industry, and real workplace situations. Training your team together can also be more cost effective than registering employees individually for public sessions.
How do I access it?
Learn more about private training and explore the options for your organization. When you’re ready to start planning, email training@cascadeemployers.com. Dates for the new year fill quickly, so now is a great time to get your team’s training on the calendar for 2027!
What’s Happening This Month At Cascade
Olivia Steelman, Membership Experience Manager
membership@cascadeemployers.com
We invite you to join us for:
- November 10: Real Talk with Jenna – 8:30-9:30am
- November 10: Paid Leave Oregon: Basics of Compliance – 1-3pm
- November 18: 2026 Compensation Trends and the Year Ahead (HR Connect) – 12-1pm
Can’t make any of these or interested in what else we offer? Check out all Upcoming Classes in the member portal!
Next month in December, don’t miss our 2027 Compliance Updates to prepare for the new year. We’ll break down what’s changing and what you need to do now to stay compliant. Participants will also get a compliance checklist and other helpful resources to implement these changes. Join our Oregon session on December 1 and our Washington session on December 3!
Membership Benefits Spotlight: Dedicated Consultant
Olivia Steelman, Membership Experience Manager
membership@cascadeemployers.com
Is your HR Department of One overwhelmed? Is your team using Gemini as their HR genie and just hoping for the right answer? Do you need additional depth and breadth of HR knowledge to help your organization develop its bench strength?
Cascade’s Pro membership package provides your HR team and leaders with a designated HR consultant (a real person, not a bot) who gets to know your business’s unique needs to enable your organization to grow and thrive. Available to organizations of any size, our Pro members receive our highest level of HR support.
A dedicated HR consultant is an exclusive benefit for our Cascade Pro members. If this sounds like the peace of mind you’re looking for, contact us to explore how Pro membership can work for you.
Pet Spotlight: Meet Winter Culley
Olivia Steelman, Membership Experience Manager
membership@cascadeemployers.com
Name: Winter Culley
Human: Carolyn Culley, Director of Learning and Development
Breed: Fancy rescue cat with bright blue eyes and flowing locks. Think Maine Coon meets romance novel cover model. Always camera ready. No bad angles.
Favorite activity: Snuggling with mom and making intense biscuits on her stomach, preferably right after dinner
Favorite treat: Chicken. Real chicken, folks! No way is this cat spoiled!
Fun fact: Winter is famous for his meeting cameos, often featuring just his tail. During the workday, you’ll find him on my lap, behind me on my chair, on my desk, or, occasionally, draped across my shoulders like a scarf. He’s my co-trainer and business partner, holding down the fort while I’m out facilitating private, in-person trainings for members. We’re still working on his phone skills, but he definitely deserves his own business card!