Washington Overtime Laws
Washington has its own overtime laws in addition to federal FLSA requirements.
Weekly OT Threshold
40 hrs
Daily OT Threshold
None
Double Time
No
Minimum Wage
$16.66
Overtime Rules
| Weekly Overtime | Hours over 40 in a workweek paid at 1.5x |
| Daily Overtime | Not required by state law |
| Double Time | Not required by state law |
| 7th Consecutive Day | No special rule |
Exemptions
The following categories of employees may be exempt from overtime requirements:
Executive, administrative, and professional employees
Important Notes
Washington follows federal weekly overtime rules.
Seattle has a higher minimum wage.
State Labor Department
Washington Economy and Workforce
Washington state has one of the nation's strongest economies with a GDP of $856 billion in 2024, ranked first by WalletHub. The state is home to major tech companies like Microsoft and Amazon, leads in aerospace manufacturing with over 1,500 firms in the sector, and exports nearly $45 billion in goods annually.
Industries with Common Overtime
These Washington industries frequently involve overtime work situations:
Technology
Microsoft, Amazon, and numerous tech startups employ hundreds of thousands in the Seattle area. Software engineers, IT professionals, and tech workers often work extended hours during product launches and development sprints.
Aerospace Manufacturing
Washington's aerospace sector includes Boeing and over 1,500 supplier firms, with $18 billion in annual exports. Production workers, engineers, and maintenance staff frequently work overtime during aircraft production and maintenance cycles.
Healthcare
Healthcare and social assistance employs over 471,000 workers statewide. Nurses, caregivers, and medical professionals regularly work overtime to maintain patient care services.
Agriculture
Washington's 39,500 farms produce 300 different crops. Agricultural and food processing workers often work extended hours during harvest seasons, particularly for apples, cherries, and hops.
Retail and Warehousing
Major distribution centers, including Amazon fulfillment facilities, employ thousands. Warehouse workers frequently work overtime during peak shipping seasons.
Frequently Asked Questions
Washington has one of the highest overtime salary thresholds in the nation. As of January 1, 2025, employees must earn at least $1,499.40 per week ($77,968.80 annually) for employers with 51+ employees, or $1,332.80 per week ($69,305.60 annually) for smaller employers, to be exempt from overtime.
Washington's minimum wage is $16.66 per hour as of 2025 (higher in Seattle and SeaTac). The overtime rate for minimum wage workers is $24.99 per hour. Washington requires overtime pay for hours worked over 40 in a workweek.
Yes, Washington has been phasing in overtime protections for agricultural workers. As of January 2024, agricultural workers are entitled to overtime pay after 40 hours per week, the same as other workers. This applies even to workers paid by piece-rate.
How to File a Wage Claim in Washington
If you believe you are owed overtime pay, follow these steps:
Document your hours worked, wages received, and unpaid overtime
File a complaint with the Washington Department of Labor and Industries (L&I)
Contact L&I's Employment Standards program at [email protected]
L&I will investigate your claim and may recover back wages on your behalf
For willful violations, you may be entitled to double damages plus attorney fees
Important Washington Consideration
Washington is the first state to extend full overtime protections to agricultural workers, with the 40-hour threshold taking full effect in 2024. The state also has one of the nation's highest minimum wages ($16.66 in 2025) and requires all employers to provide paid sick leave, with employees accruing one hour for every 40 hours worked from their first day of employment.
Disclaimer: This information is provided for general educational purposes only and should not be considered legal advice. Overtime laws can change and may have exceptions not listed here. For specific situations, consult with your employer's HR department, the state labor department, or an employment attorney.