2026 Washington State Paid Family Medical Leave Law Updates: Key Changes You Need to Know

Washington State is expanding its Paid Family Medical Leave (WA PFML) program in 2026, and as a business owner with 25 or more employees, you need to prepare. The changes will affect who must provide leave benefits and how job protection works alongside federal laws. Understanding these updates now will help you stay compliant and support your workforce effectively.

Expansion of Eligible Businesses

One of the biggest changes in 2026 is the expansion of job protection rights under WA PFML. Previously, only employers with 50 or more employees had to provide these protections. Starting next year, this threshold drops to 25 employees or more.

This expansion aims to increase access to paid leave for more Washington workers, helping families manage health and caregiving needs without financial stress.

Changes to Know

WA PFML job protection rules will change to close a previously contentious loophole in the lawmaking. Previously, employees were able to stack their leaves using FMLA and PFML to extend their job restoration rights and benefit protections. The new regulation closes this loophole by making it possible for employers to designate the 12 weeks of job protection rights while the employee is taking PFML leave.

The minimum amount of hours has also reduced from 8 hour increments to 4 hour increments. And lastly, the eligibility window has shrunk. Employees with claims in 2026 will be eligible for PFML after 180 calendar days of employment.

There are several new reporting requirements for employers as well as specific timeframes for employee notification of job protection and benefit rights designation in addition to the existing PFML Eligiblity of Right Notice.

What You Need to Do as an Employer

To prepare for these changes, consider the following steps:

• Review your current employee count to determine if you now meet the 25-employee threshold.

• Update your HR policies to reflect the new job protection rules and leave eligibility.

• Train your managers on how to handle WA PFML leave requests and job protection requirements.

• Communicate with your employees about their rights and how to apply for leave under the updated program.

• Coordinate with payroll to ensure correct premium deductions and reporting.

  
  

Failing to comply can lead to penalties and disrupt employee trust. Being proactive will help you manage leave smoothly and maintain a supportive workplace.

How These Changes Affect Your Workforce

The expanded eligibility means more employees can access paid leave for:

• Caring for a new child

• Recovering from a serious health condition

• Caring for a family member with a serious health condition or a member of the household who relies on the employee for care

• Addressing military family needs

  
  

Employers may face challenges such as:

• Increased leave requests from a larger pool of employees

• More complex coordination between WA PFML and FMLA leaves

• Need for clear communication to avoid misunderstandings about job protection

  
  

Offering accommodation during and after leave, such as flexible schedules or modified duties, can help employees transition back to work smoothly.

Final Thoughts

The 2026 updates to Washington State’s Paid Family Medical Leave law bring important changes for businesses with 25 or more employees. Expanding eligibility and aligning job protection with FMLA will affect how you manage leave benefits and support your employees.

Harbor HR Advisors can help you start preparing now by reviewing your workforce size, updating policies, and training your team. Clear communication and thoughtful accommodation will help you navigate these changes successfully.