Trusted Employer of Record Services in Washington
If you want to hire a high-performing team or expand your business operations in Washington, HR Options is here to help your organization. Our experienced HR professionals offer specialized employer of record services to tackle the complexities of payroll and legal compliance. We can also manage your administrative tasks so you can focus on growing your business.
From finding top talent to seamless onboarding, we precisely handle the entire employment process. You can stay in control with our intuitive online platform, which offers real-time updates and transparent reports about everything. Our experts also follow local employment laws to reduce the risk of legal disputes. Partner with us for hassle-free HR solutions for your business success!
From sourcing top talent to efficient onboarding, we manage the entire employment process with precision and care. Easily manage your team with our user-friendly platform, offering real-time updates and transparent reports. Our team ensures full compliance with local employment laws and helps reduce the risk of legal disputes or penalties.
Contact us today for efficient HR solutions for your business needs and pave your way for long-term success in Massachusetts!
Streamline Workforce Management with Our Expert HR Services in Washington
Managing the hiring process and employment logistics can be challenging, but HR Options makes it easy. Our Employer of Record services in Washington help businesses of all sizes recruit, onboard, and manage employees seamlessly. Whether you need temporary staff or long-term team members, we take care of the entire process so you can focus on growing your business. Our comprehensive services include:
- On-boarding
- Off-boarding
- Payroll Processing
- Tax compliance
- Timesheet collection
- Handling W-2 and 1099 forms
- Managing employee benefits
- Employee relations management
- All other aspects of the employment process
Valuable Benefits for Employees in Washington
At HR Options, we create benefits packages that attract top talent and engage your workforce. Our benefits plans meet the expectations of Washington-based employees and help them feel valued and supported. We collaborate closely with businesses to build comprehensive plans for their needs. Depending on your organization’s goals and policies, our employee benefits packages can include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Long-Term Disability Insurance (LTD)
- Health Savings Plan (HSA)
- Flexible Spending Accounts (FSA)
- Pension or 401(k) Retirement Plans
Essential Employment Information for Washington
Looking for Reliable Employer of Record Services in Washington? Here’s some essential employment information we think you should know.
What is the Minimum Wage Rate in Washington?
Currently, the minimum wage in Washington state is $16.66 per hour. This rate applies to most employees and increases annually based on adjustments and state regulations. However, certain industries may have exceptions based on Washington state labor laws. For instance, in Renton, Washington, employers with over 500 employees will pay $20.90 per hour, while employers with 15 to 500 employees need to pay $18.90 per hour as of 2025.
What is Considered Full-Time Employment in Washington?
In Washington, employees working 40 hours per week are generally considered full-time. The Department of Social and Health Services also defines full-time status as 32 to 40 working hours per week. However, employers may vary how they define full-time roles. So, employees should confirm policies beforehand for benefits eligibility and overtime considerations.
What is Considered Part-Time Employment in Washington?
Part-time employment in Washington refers to positions where employees work less than 30 hours per week. However, there is no strict legal definition, and employers may set their criteria based on company policies.
While part-time employees may not always qualify for benefits such as health insurance or retirement plans, some companies offer perks like flexible scheduling or pro-rated benefits to attract and retain talent. Employees can review their employer’s policies to understand eligibility for benefits.
How Do Employees Get Paid for Overtime in Washington?
Washington follows federal overtime laws, which require employers to pay 1.5 times an employee’s regular hourly rate for any hours worked beyond 40 per week. Some positions may be exempt from overtime depending on the job type or industry. Employees should consult their employer for specific overtime policies and responsibilities to ensure proper compensation.
How Much Time Does Onboarding Take in Washington?
Our efficient EOR experts in Washington complete the onboarding process within 2 business days for most employees upon collecting all necessary information. Additional work eligibility checks may extend this period by up to 3 days for non-U.S. citizens. We aim for minimum onboarding time to streamline the hiring process and quickly get your new hires into their working roles.
What is the Payroll Cycle in Washington?
According to the state law, employees must get paid at least once monthly. For remote employees, no specific state regulations mandate a specific payroll frequency. However, most businesses adopt bi-weekly or semi-monthly schedules, with employees often paid on the 15th and last day of the month. Bonuses, commissions, and reimbursements (if applicable) are usually included in the last paycheck of the month, but this may vary by employer.
Are Employers Required to Offer 401k in Washington?
Washington has no law that requires employers to provide a 401(k) or similar retirement plan. However, many businesses offer these benefits as a competitive compensation package to attract and retain top talent while helping loyal employees plan for their future.
Are Employers Required to Provide Health Insurance in Washington?
Under the Affordable Care Act, employers with 50 or more full-time employees must offer health insurance. Many businesses also provide supplementary health insurance to ensure employees can access routine care and emergency coverage. Being a trusted Employer of Record service provider, we also include the same potential benefits for all employees to maintain fair hiring practices.
Details of New Hire
Paperwork Requirements in Washington
When hiring employees in Washington, employers must collect several important documents to ensure legal compliance and smooth onboarding:
Employment Eligibility Verification (Form I-9)
This form is essential for Citizenship and Immigration Services, as it verifies your employee’s identity and work eligibility.
New Hire Reporting Form
All rehired or newly hired employees must be reported to the Washington New Hire Reporting Center within 20 days of starting.
Withholding Tax Form W-4
This form determines the appropriate federal income tax to withhold from employees' paychecks. Employees should update this form as needed for accuracy.
Employee Handbook Acknowledgment Form
This form ensures employees have reviewed and understood workplace policies, procedures, and expectations.
Employment Agreements (If Applicable)
Documents may include agreements that outline job responsibilities, pay frequency, or compensation.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Employment Taxes in Washington
Different employment taxes and statutory fees impact Washington employees’ overall payroll and paychecks. Here’s a clear breakdown of known taxes in this state:
Employer Taxes
| Employment Tax | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| State unemployment insurance tax (SUTA) | 1.5% to 8.15% |
| Federal unemployment insurance tax (FUTA) (charged on the first $7,000 earnings per year of an employee) | 6% |
Employee Taxes
| Tax Type | Tax Percentage |
|---|---|
| FICA (Medicare) | 1.45% |
| FICA (Social Security | 6.2% |
| Federal income tax | 10% to 37% |
Important Leave Laws in Washington
| Leaves Title | Law |
|---|---|
| Bereavement Leave | Under Washington’s Paid Family and Medical Leave (PFML) law, employees can take bereavement leave. It applies to all employers and allows eligible employees to take time off when they lose a family member. |
| Paid Sick Leave | Washington law requires all employers to provide paid sick leave. Employees can use this leave for recovery, a family member’s illness, or reasons covered under the Paid Sick Leave Law. |
| Blood/Organ/Bone Marrow Donation Leave | Washington has no state law that mandates leave for blood, bone marrow, or organ donation. Employers may provide this leave based on their internal policies. |
| Crime Victims' Leave | In this state, employers are not required to offer leave for crime victims to attend legal proceedings. However, employers can provide this leave voluntarily. |
| Court Attendance/Witness Leave | No specific state law requires employers to provide leave for employees who need to attend court as witnesses. However, employers may allow time off at their discretion. |
| Domestic/Sexual Violence Victims' Leave | Under the Domestic Violence Leave Law and the Paid Sick Leave Law, all employers must provide leave for victims of sexual assault, domestic violence, or stalking for medical care, legal proceedings, counseling, or relocation. |
| Election Officials' Leave | There is no state law that requires employers to provide leave for employees serving as election officials. However, some employers may allow time off for this purpose. |
| Family and Medical Leave | Washington’s Paid Family and Medical Leave (PFML) law requires all employers to grant leave for personal medical issues, a family member’s serious health condition, or bonding with a new child. |
| Family Military Leave | Under the law, all Washington employers must provide leave for employees whose family members are in the military. This law also allows employees to take time off to handle issues related to a family member’s military service. |
| Jury Duty Leave | All employers in Washington must provide leave for employees to serve on a jury. They cannot penalize or terminate employees for fulfilling their civic duty. |
| Legislative/Political Leave | Washington does not have a state law that mandates leave for employees participating in legislative or political activities. However, employers can provide leave for such activities based on company policies. |
| Military Service/Veterans' Leave | The law requires all employers to grant leave to employees who are members of the military or veterans and ensure their reemployment after service. Additionally, employers with 20 or more full-time employees must provide leave for Civil Air Patrol workers. |
| Pregnancy Disability Leave | Employers with eight or more employees must provide pregnancy disability leave for employees who experience pregnancy-related medical issues. |
| School Activities/Visitation Leave | Washington does not have a law requiring employers to provide leave for employees to attend school activities or parent-teacher conferences. However, some employers may offer this benefit. |
| Volunteer Emergency Responder Leave | Employers with 20 or more full-time employees must provide leave for employees who serve as volunteer emergency responders (such as firefighters or medical responders). |
| Voting Leave | No state law requires employers to provide time off for voting so that employees can vote before or after work hours. |
Comprehensive Employment Termination Details
Probation Period
Washington does not legally require probation periods, but many companies implement them to evaluate new hires' performance. These periods often range from 3 to 6 months and include formal reviews to assess suitability for long-term employment.
Termination Protocol
Like most states, Washington operates under an at-will employment rule. This act allows the employer or the employee to end the working relationship at any time and without needing to provide a reason, as long as the termination adheres to legal regulations. At HR Options, our HR experts provide expert legal advice for businesses handling employee terminations to ensure compliance and reduce the risk of legal disputes.
Notice Period
Employers or employees are not legally required to give notice before ending employment unless specified in a contract. However, it’s common practice for employees to offer a two-week notice period when resigning.
Severance and Final Pay
In Washington, severance pay is not required unless mentioned in employment agreements or company policies. Similarly, payment for unused vacation or holiday time is only necessary if outlined in the employment contract.
New Hire Reporting
Employers must report all new hires and rehires to the New York Department of Taxation & Finance within 20 days of the employee's start date. This report should include the employee’s full legal name, date of birth, address, start date, and social security number.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Which Laws Apply to Your Organization?
In Washington, businesses must comply with state and federal employment laws to ensure legal adherence and avoid penalties. Below is a summary of key regulations that may apply to your organization:
| Law | Applies To | Description |
|---|---|---|
| Washington Law Against Discrimination (WLAD) | Employers with 8+ employees | It prohibits discrimination based on race, gender, religion, sexual orientation, national origin, age (40+), disability, marital status, or military status. |
| Equal Pay and Opportunities Act | All employers | Mandates equal pay for men and women performing similar work. However, exceptions are allowed for seniority or merit systems. |
| Washington Minimum Wage Law | All employers | Requires compliance with state minimum wage laws, which may differ from the federal minimum wage. |
| Washington Paid Sick Leave Law | All employers | Employers must provide one hour of paid sick leave per 40 hours worked. Leave can be used for personal or family illness, domestic violence recovery, or public health emergencies. |
| Washington Paid Family and Medical Leave (PFML) | All employers | Provides up to 12–16 weeks of paid leave for employees experiencing serious health conditions, bonding with a new child, or caring for a family member. |
| Washington Workers' Compensation Law | All employers | Provides compensation for employees who suffer work-related injuries or illnesses. |
| Washington Child Labor Law | All employers | It restricts the employment of minors under 18 in hazardous jobs and sets work-hour limits for those under 16. |
| Crime Victim Leave Law | All employers | Allows victims of crime or their family members to take leave for legal proceedings and recovery. |
| Washington Jury Duty Leave Law | All employers | This law requires employers to provide unpaid leave for jury duty without retaliation. |
| Health Care Continuation Law (Mini-COBRA) | Employers with 2–19 employees | Under Mini-COBRA law, an organization requires continuing healthcare benefits for up to 12 months. The employee can request them within 10 days after the employment termination. |
| E-Verify Law | All employers | Requires public employers and state contractors to verify employment eligibility through the federal E-Verify system. Private employers are not legally required to use E-Verify but may choose to do so. |
| Payment of Wages Law | All employers | This law ensures employees receive timely wages, including final pay upon termination. It also protects against wage theft and requires proper payroll documentation. |
| Safe Driving Practices | All employers | It prohibits using a wireless communication device for texting while driving but permits voice-operated devices. |
| Clean Indoor Air Act | All employers | This act prohibits smoking and vaping in enclosed workplaces within 25 feet of entrances, windows, and ventilation systems. |
| Voting Leave Law | All employers | Requires employers to provide employees time off to vote in elections. |
| Weapons in the Workplace Law | All employers | Allows employees to store lawfully owned weapons in private vehicles or an employer-owned parking lot. |
| Smoke-Free Workplace | All employers | Prohibits smoking in the workplace to promote a healthy environment. |
| Wage Theft Prevention Act | All employers | Protects employees from wage theft by ensuring accurate payment of wages. |
| Volunteer Emergency Responder Leave Law | Employers with 20+ employees | Employers must provide leave for volunteer firefighters, emergency medical personnel, and search-and-rescue responders. |
Ready to Make Your Hiring Process Easy and Quick?
Let our HR specialists handle your Employer of Record services, ensure compliance, and help grow your business.