Seattle paid sick leave laws require employers to provide employees with protected paid time off. Requirements vary based on employer tier: Tier One (1-49 full-time employees), Tier Two (50-249 full-time employees), and Tier Three (250 or more full-time employees). Employee count is based on worldwide full-time employees averaged per calendar week.
Where the Seattle ordinance is ambiguous or where state requirements are more generous, Washington statewide requirements apply. This ensures comprehensive protection for Seattle workers while maintaining consistency with state regulations.
Common Questions About Seattle Paid Sick Leave
Understanding Seattle paid sick leave requirements is essential for maintaining workplace compliance and supporting employee well-being. The law establishes specific guidelines based on employer size, with detailed requirements for both employers and employees. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Seattle?
All employees working in Seattle can take this leave, including exempt, non-exempt, full-time, part-time, temporary, and seasonal employees. Independent contractors are not eligible. Employees who work only occasionally in Seattle become eligible after working 240 hours in the city in a year. Note that while exempt employees are covered under Seattle’s ordinance, they are not covered under the statewide sick leave law.
Which employers have to provide this leave?
All employers must provide this leave to Seattle employees, with requirements varying by tier based on the worldwide count of full-time employees.
How much leave do employers need to provide?
Accrual rates vary by employer size, and there is no cap on annual accrual:
- Employers with 1-249 full-time employees: One hour of paid sick leave for every 40 hours worked.
- Employers with 250+ full-time employees: One hour of paid sick leave for every 30 hours worked.
What can Seattle paid sick leave be used for?
Employees can use leave for their own or a family member’s mental or physical illness, injury, or health condition, as well as medical diagnosis, treatment, or preventative care. Sick leave time can also be taken with regard to critical safety issues related to domestic violence, sexual assault, or stalking (for employee, family member, household member, or roommate).
Seattle paid sick leave is also applicable for a workplace closure by public official’s order for health-related reasons, as well as a family member’s school or place of care closure. For employees at businesses with 250+ employees, it applies when their place of business reduces operations or closes for any health-related reason.
How does this relate to other types of leave?
Employers can use a paid time off policy to comply with these requirements if it provides at least as much leave and allows for the same reasons under the same terms and conditions. Notably, employers with 250+ employees using a PTO policy must allow 108 hours of carryover.
Can employers limit how many hours of sick leave employees use in a year?
Employers cannot limit the number of hours of accrued sick leave employees use in a year, nor can they cap the total number of hours employees accrue.
Can employers provide all the leave at once instead of letting it accrue?
Employers can frontload sick leave based on a reasonable estimate of hours worked, but must have a written policy explaining the requirements and make it readily available to employees. They must adjust frontloaded amounts as needed and cannot reclaim excess leave. Even with frontloading, employers must allow carryover.
Do employers have to carry over unused leave?
Carryover requirements vary by tier, and these requirements apply even when frontloading:
- Tier One (1-49 employees): 40 hours
- Tier Two (50-249 employees): 56 hours
- Tier Three (250+ employees): 72 hours (108 hours if using a PTO policy)
What is the smallest amount of leave an employee can use?
Non-exempt employees must be allowed to use leave in one-hour increments or the smallest increment the payroll system uses, whichever is smaller. For exempt employees, leave must be taken in increments allowed by state and federal law.
What notice do employers and employees need to provide?
Employers must provide a comprehensive written policy covering sick leave rights, tier classification, accrual and carryover rules, notification procedures, and allowed uses. They must display an 11×17 poster in a visible location and provide regular updates about available leave every payday.
Employees must provide up to 10 days’ advance notice for foreseeable leave, or as soon as practicable. For unforeseeable needs, notice must be given as soon as possible before the next shift, following normal notification procedures.
What verification can employers ask for?
For absences exceeding three consecutive workdays, employers can request reasonable verification. For medical leave, this can include a healthcare provider’s note (not required before day 10). For safety-related leave, acceptable verification includes police reports, court orders, or documentation from various professionals. Verification requirements cannot impose unreasonable expenses on employees, and all information must remain confidential.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees’ jobs are protected when taking this leave. If rehired within 12 months, employers must reinstate previously accrued and unused sick leave. Employers are not required to pay out unused sick leave at separation.
Simplify Seattle Paid Sick Leave with SixFifty
Navigating Seattle paid sick leave requirements can be complex, especially with the tiered system and interaction with state regulations. SixFifty’s solutions streamline the process, ensuring your policies align with both city and state requirements while reducing the administrative burden on your HR team. We’re here to keep you compliant—even as paid sick leave laws change.
Want to see how it works? Schedule a free demo today!
