NewsBrief – December 2025

In Case You Missed It: Key Action Items for January 1, 2026

Cascade Compliance Team
compliance@cascadeemployers.com

OREGON

Here’s what Oregon employers need to be ready for on January 1, 2026:

Sick Leave for Blood Donation (SB 1108)

• Employees can now use Oregon Sick leave for voluntary blood donation through an accredited program such as the American Red Cross or American Association of Blood Banks as a new qualifying reason.
• Update your sick/PTO policies and procedures accordingly.
• Train supervisors, managers, and HR on this new eligibility reason.

Payroll Deduction Transparency (SB 906)

• Review and customize BOLI’s model payroll notice template.
• Provide the required written payroll notice at hire and update it annually by January 1.
• Make sure to include the required disclosures such as pay periods, pay rates, deductions, benefit contributions, payroll codes, and any wage allowances.
• Make the information easily accessible, such as by posting it in a central location, sharing an electronic file, providing a website link, or sending it by email.

Workplace Violence Protection for Healthcare Workers (SB 537)

(Applies to hospitals, home health agencies, and home hospice programs)

New Program Requirements

• Consult with your workplace safety committee and incorporate updated risk-mitigation measures into your program.
• Expand your program to address all forms of workplace violence, not just physical assault.
• Conduct regular risk assessments, track incidents, and complete root-cause analyses after events.
• Provide annual prevention and response training to employees and any onsite contracted security staff.

New Policies & Procedures

• Adopt updated written policies for investigating and responding to workplace violence incidents.
• Ensure policies address employee identification, post-incident interviews, medical and trauma-informed support, and follow-up steps.
• Clearly define reporting, documentation, and investigative procedures to ensure accountability and compliance.

Training Requirements

• Follow new training timelines:
  • Temporary employees must complete training within 14 days of hire.
  • All other employees must complete within 90 days of hire.
• Conduct an annual review of training effectiveness with your safety committee.
• Ensure training includes:
  • Definitions and types of workplace violence
  • De-escalation techniques
  • Emergency response procedures
  • Reporting and documentation expectations

WASHINGTON

Here’s what Washington employers need to be ready for on January 1, 2026:

Domestic Violence Leave Act Expansion (SB 5101)

• Leave now covers victims of hate crimes or bias incidents and their family members.
• Update Domestic Violence Leave Act policies and procedures to include the expanded reason.
• Train supervisors, managers, and HR on new protections.

WA PFML Amendments (HB 1213)

 New Employee Job Protection

• Update policies and procedures to reflect that employees now qualify for PFML job protection after 180 days of employment (previously 12 months).
• Maintain the requirement that employees must still meet 820 hours worked to qualify for PFML benefits.
• Update leave policies and procedures to reflect that employees may now take PFML leave in four consecutive-hour increments (previously eight).
• Train supervisors, managers, and HR on the expanded job protection rules.
• Notify employees of the updated eligibility requirements.

New Employer Size Threshold for Job Protection

• Make sure your PFML policy reflects updated job protection rules based on employer size:
  • Jan 1, 2026 – Dec. 31, 2026: Applies to employers with 25+ employees
  • Jan 1, 2027 – Dec. 31, 2027: Applies to employers with 15+ employees
  • Jan 1, 2028 and onward: Applies to employers with 8+ employees

WA PFML Premium Increase

• WA PFML premium rate increases to 1.13% of each employee’s gross wages (excluding tips).  Employers will pay 28.57% of the total premium, and employees will pay 71.43%.
• Update payroll systems accordingly and apply the new rate to all wages paid on or after Jan. 1, 2026.
• Notify employees of the updated withholding rate.
• Confirm premium calculations are accurate across all pay groups.

Washington Minimum Wage Increase

• Washington state minimum wage increases to $17.13 per hour ($0.47 increase from 2025)
• City Specific Increases:
  • Bellingham: $19.13
  • Burien: $21.63 for employers with 500+ FTEs in King County; $20.63 or employers with 21-499 FTEs in King County.
  • Everett: $20.77 for employers with 500+ employees; $18.77 employers with 15-499 employees or more than $2 million in annual gross revenue in Everett
  • Renton: $21.57 for employers with 500+ employees worldwide; $20.57 for employers with 15–500 employees worldwide or more than $2 million annual gross revenue in Renton
  • Seattle: $21.30
  • SeaTac: $20.74 for Hospitality and Transportation workers.
  • Tukwila: $21.65
  • Unincorporated King County: $20.82 for employers with 500+ employees worldwide; $19.82 for employers with 16-499 employees or at least $2 million in gross annual revenue.
• Audit minimum wage positions to ensure compliance with the new state and local minimum wage rates (if applicable).
• Ensure all required minimum wage posters are updated for 2026.

Washington Exempt Salary Threshold Increase

• Washington’s exempt salary threshold will be 2.25 times the minimum wage, requiring a minimum weekly salary of $1,541.70 ($80,168.40 annually).
• Review all exempt employee salaries to ensure they meet the new minimum threshold.
• Reclassify roles as needed or increase salaries to maintain exempt status.
• Update offer letters, job descriptions, and internal compensation structures for compliance.

Expanded Isolated Worker Harassment Prevention Requirements (HB 1524)

(Janitors, Security Guards, Hotel Housekeepers, Room Staff)

New Isolated Employee Definition

• The law now applies to janitors, security guards, hotel/motel housekeepers, and room service staff who:
  • Work in areas where no coworker/supervisor can immediately respond without being summoned, or
  • Spend 50% or more of work hours alone.
• If you are an employer in this industry, audit positions to see if they meet the definition of isolated employee.

Verify Panic Button Requirements

• Provide panic buttons at no cost to applicable employees that are:
  • Designed to be carried by the employee;
  • Activatable by a single simple action without delay;
  • Capable of sending an effective signal under the work conditions; and
  • Able to permit identification of the employee’s location and summon immediate on-scene assistance.

Training and Record Keeping Requirements

• Train isolated employees on panic button use.
• Train supervisors and managers on their duty to respond to panic button alerts.
• Continue required sexual harassment training.

TOP