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Update Applicable to:  Effective date
All covered employers and multi-state businesses with at least 50 workers in Washington state.  The rules will begin on January 1, 2024.

What happened?

On November 14, 2023, the department filed a CR-103 and adopted rules for Paid Family and Medical Leave to implement legislation that passed during the 2023 legislative session.

What are the details?

The PFML program is adopting some new rules regarding the implementation of Substitute Senate bills SSB 5286 and 5586, that modify RCW 50A.10.030 and RCW 50A.25.040 respectively.

Employers or businesses classified by the Employment Security Department as having fewer than 50 employees for the 2024 calendar year are not required to pay the employer portion of the premium, but they must still collect the employee premium or pay employees’ premiums on their behalf, or if they voluntarily elect to pay the premiums, the employer is then eligible for assistance under RCW 50A.24.010.

The adopted rules also align public records rules with agency rules that are already in place.

Applicable best practices

  • Plan to carve out time to review the new rule and update the necessary policy(ies) and practice(s). Some good resources detailing the rules can be found here and here.
  • Consider a communication plan and training regarding the new rules for your business.
  • Consult with a labor attorney for further guidance if needed.

Employers should review additional resources here:

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Washington PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.


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