Washington has made some big adjustments to its overtime pay laws in recent years, and your Washington DC wage claim lawyer can walk you through the specifics. At Eric Siegel Law, we’ve spent over 30 years helping our clients with wage claims, employment law issues, and more. Now, we’re ready to use our experience to help you. Read on to learn more about recent changes to your rights as a Washington employee, and contact us today to get started.
Washington’s Salary Threshold Is Rising
The biggest change involves the salary threshold for overtime. In the past, salaried employees in Washington could be classified as exempt from overtime if they earned at least $455 per week. But over the last few years, the state has steadily raised that bar.
As of January 1, 2025, most salaried workers must now earn at least 2 times the state’s minimum wage to be considered exempt. That’s roughly $1,332 per week, or around $69,264 per year, for businesses with 51 or more employees. For smaller businesses, the threshold is slightly lower, but it’s still increasing every year.
This means many people who used to be exempt from overtime rules now qualify for it if they work more than 40 hours in a week—unless their employer raises their salary above the new threshold.
Not All Salaried Workers Are Exempt
It’s a common misconception that just because someone is salaried, they’re automatically not entitled to overtime. That’s never been true, and these new laws make that distinction even more important.
To legally deny overtime, employers need to meet both the salary threshold and a specific job duties test. Some jobs, like executive, administrative, or certain professional roles, may still be exempt under federal or state guidelines, but others aren’t.
If your job doesn’t meet the duties test—even if you’re salaried and earning above the threshold—you could still qualify for overtime pay. That’s why job classification matters just as much as salary level.
How This Affects Washington Workers
For workers who were previously told they were exempt from overtime, the new laws open the door to increased earnings. If your salary hasn’t been adjusted to meet the new threshold and your job doesn’t qualify for exemption under the duties test, you may now be owed time-and-a-half for extra hours worked.
Some employers have responded by bumping up salaries. Others have shifted salaried roles to hourly positions to avoid misclassification. Still, we’ve seen situations where employers haven’t updated their practices at all, and that’s when wage theft can come into play.
It’s a good time to review your classification and paycheck. Look at how your job is labeled, how many hours you’re working, and whether you’re getting paid appropriately for any overtime. You may need to contact a Washington wage claim lawyer to get the help you need – and you may need to contact a whistleblower lawyer if you feel your employer may retaliate.
Getting Legal Help If Your Pay Isn’t Adding Up
At Eric Siegel Law, we’ve helped employees across Washington hold employers accountable for unpaid wages. If you’ve been misclassified or denied overtime pay under the new state laws, it may be time to talk with a wage claim lawyer. Contact us today to get started.