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5 min read

What is Washington’s Paid Family Leave (PFML) in 2025?

PEO

US payroll

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Author

Shannon Ongaro

Last Update

June 13, 2025

Table of Contents

Understanding Washington PFML

Washington PFML eligibility

What Washington PFML covers

Benefits of Washington PFML

Washington PFML job protections

How to claim Washington state PFML benefits

Keep compliant with Deel PEO

Key takeaways
  1. Washington's PFML offers up to 12 weeks of paid leave covering parental, medical, caregiving, and military-related reasons.
  2. Upcoming 2026 amendments may significantly reduce eligibility requirements and expand job protection to smaller employers.
  3. Deel PEO streamlines compliance, ensuring your HR processes align effortlessly with Washington's PFML requirements.

Washington’s PFML touches everything from new-parent leave to military-related absences, directly impacting your payroll and HR processes.

At Deel, our team specializes in simplifying complex compliance issues, blending global expertise with tailored, local solutions. Deel's integrated payroll and PEO services ensure your policies align perfectly with evolving state requirements, so you can confidently support your employees without missing a beat.

In this guide, we’ll break down Washington PFML clearly and simply, give you actionable steps to manage claims and compliance, and show you how Deel can help you proactively adapt to changing regulations.

Understanding Washington PFML

Washington State's Paid Family and Medical Leave (PFML) program provides eligible employees with paid leave for certain family and medical reasons. The program is administered by the Employment Security Department (ESD) of Washington State.

Coverage: Paid parental leave disability Caregiving
Total premium contribution 0.92% in gross salary up to the Social Security cap of $176,100
Employee contribution Up to 71.52% of 0.92% in gross salary
Employer contribution At least 28.48% of 0.92% in gross salary
Maximumentitlement $1,542 per week
Duration up to 12 weeks

See also: Your Ultimate Guide to Washington Payroll

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Washington PFML eligibility

Employees: To be eligible, employees must have worked at least 820 hours in the qualifying period (the first four of the last five completed calendar quarters before the claim is filed).

An amendment to Washington State’s current PFML law is slated to take effect on January 1, 2026, unless it is not funded in the omnibus appropriations act by June 30, 2025, in which case it’d become null and void.

If funded, the amendment will abolish the hours of work requirement and reduce the length of service qualification to 180 calendar days as of the start of the leave.

Employers: All Washington employers, regardless of size, are required to participate in the program, with some exceptions for self-employed individuals and federally recognized tribes.

Learn more about Washington’s employment and labor laws.

What Washington PFML covers

The maximum standard benefit is 12 weeks in any 52-week period that starts on the first day of leave. Available covered leave may be taken in any combination up to a maximum of 12 weeks.

Combined leave exception: In limited circumstances, employees who take both family and medical leave in the same benefit year may be eligible for up to 16 weeks of combined leave, or 18 weeks if there are complications arising from pregnancy.

Coverage Description Length of benefit
Medical leave For the employee's own serious health condition 12 weeks
Family leave To care for a family member with a serious health condition 12 weeks
Parental leave For bonding with a new child through birth, adoption, or foster care placement 12 weeks
Military leave For certain exigencies related to a family member's military deployment 12 weeks
Complications from pregnancy Medical complications arising from pregnancy or childbirth + 6 weeks

See also: State-by-State Guide to Maternity Leave in the United States

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Benefits of Washington PFML

The minimum benefit is $100 per week (unless an employee earns less than an average of $100 per week, in which case they will receive their full salary), and the maximum benefit is $1,542 per week.

The exact benefit amount will vary based on the employee's salary and will be calculated by the Employment Security Department of Washington State.

Washington PFML job protections

Employees are likely to qualify for job protection under the PFML, meaning that they can return to their same or similar role with equal pay, benefits, and employment terms after their leave if:

  • The company has 50 or more employees in Washington
  • They have worked in the organization for at least a year
  • They have worked at least 1,250 hours in the year before the leave

Employers can deny job restoration if:

  • They can show that the employee’s job would not have existed when they returned from leave
  • The employee is among the highest-paid 10% of salaried employees employed by the company within 75 miles of their work facility

If an employee does not have job protection with the PFML, they may be able to access protection under the federal Family and Medical Leave Act (FMLA) or other state laws for eligible employees.

Note that, subject to the pending amendment to Washington State’s PFML, smaller organizations both in the state program and with voluntary plans will be required to provide job protection and restoration to eligible employees. The new requirement will be expanded to include employers in three phases:

  • For Calendar Year 2026: Employers with 25 or more employees
  • For Calendar Year 2027: Employers with 15 or more employees
  • From January 1, 2028 onward: Employers with 8 or more employees

How to claim Washington state PFML benefits

Employees must apply for benefits through the Employment Security Department. Employees will be required to provide medical documentation, such as a birth certificate for bonding leave or a medical certification for caregiving leave. Apply online at the ESD's Paid Family Leave Portal.

Keep compliant with Deel PEO

New to managing parental and family leave laws in Washington state? Consider using a PEO in Washington. With Deel PEO, you can offload compliance risks and processes to ensure state-specific alignment.

  • Fully in-house operations for improved support and workflows
  • Expert payroll administration, HR, and benefits compliance
  • Exclusive Aetna International benefits plans for W2 employees travelling abroad
  • Built-in compliance for local and federal coverage
  • 60+ domestic benefits plans with Fortune 500-caliber benefits
  • Trainings, HR policies, and on-demand HR support
  • And more

To learn more about how you can use Deel PEO to scale in the US, book a 30-minute call with one of our dedicated experts.

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About the author

Shannon Ongaro is a content marketing manager and trained journalist with over a decade of experience producing content that supports franchisees, small businesses, and global enterprises. Over the years, she’s covered topics such as payroll, HR tech, workplace culture, and more. At Deel, Shannon specializes in thought leadership and global payroll content.

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