Overtime Laws in Washington
Washington has a state overtime law
Washington follows the federal 40-hour weekly overtime standard but has a significantly higher exempt salary threshold than the federal requirement. Washington also recently expanded overtime eligibility for agricultural workers. As of January 2024, agricultural employees earn overtime after 40 hours per workweek.
Key details
| Has state overtime law? | Yes |
|---|---|
| Exceeds federal requirements? | No |
| Weekly overtime threshold | 40 hours at 1.5x pay |
| Daily overtime? | No daily overtime requirement |
| Exemption notes | Washington's exempt salary threshold is among the highest in the country. Agricultural workers are now entitled to overtime after 40 hours as of January 2024. |
| Statute | Wash. Rev. Code §49.46.130 |
Overtime Laws in Washington: what you need to know
Washington has its own overtime law, though it generally follows federal standards. Washington follows the federal 40-hour weekly overtime standard but has a significantly higher exempt salary threshold than the federal requirement. Washington also recently expanded overtime eligibility for agricultural workers. As of January 2024, agricultural employees earn overtime after 40 hours per workweek. Understanding both the federal FLSA requirements and Washington's specific provisions is important because the law that provides the greater protection to the worker applies.
Even though Washington's overtime law does not significantly exceed federal requirements, having a state law means that workers may have additional enforcement options. You can file a claim under either federal or state law, and state agencies may be more accessible than federal ones for resolving overtime disputes.
For Washington workers who believe they are not receiving proper overtime pay, the first step is to understand whether you are classified as exempt or non-exempt. Your employer's classification is not always correct. Job title alone does not determine exempt status; your actual duties and compensation must meet specific criteria. If you believe you have been misclassified, an employment attorney or the Department of Labor can help you evaluate your situation.
Overtime disputes are among the most common wage claims in Washington and nationally. Common issues include employers failing to pay overtime for hours worked beyond 40, improperly classifying workers as exempt, not counting all compensable time (such as pre-shift or post-shift duties), and averaging hours across multiple workweeks instead of calculating overtime for each week separately. If any of these issues apply to your situation, you may be owed back pay.
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Frequently asked questions about overtime laws in Washington
Yes. Washington has a state overtime law that generally follows federal standards.
It depends on your classification. Being salaried does not automatically make you exempt from overtime. Your employer must demonstrate that your salary level and job duties meet the specific criteria for exemption. If your duties do not qualify, you may be entitled to overtime even on a salary.
No. Washington does not require daily overtime. Overtime is based on weekly hours only. You must work more than 40 hours in a workweek to qualify for overtime.
Document your hours worked and pay received. You can file a complaint with the Washington state Department of Labor or consult an employment attorney. Overtime claims often have a statute of limitations (typically 2-3 years), so acting promptly is important.
In most cases, yes. Neither Washington law nor federal law prohibits mandatory overtime for adult workers. Your employer can require you to work additional hours, but they must pay you at the overtime rate for hours that qualify. Refusing to work required overtime may be grounds for discipline or termination in an at-will state.