An amendment to House Bill 1524 (HB 1524) to Washington State law concerning workplace safety standards for isolated employees was signed into law by the Governor on April 16, 2025, with an effective date of January 1, 2026. These changes will require employers to review their current practices to ensure compliance.
Who This Applies To
The law applies to employers in specific industries: hotels, motels, retail, security guard entities, and property services contractors. It is applicable to any employer in these industries who has one or more “isolated employees”.
The legislation provides a clear definition of an “isolated employee”. This is an employee who spends at least 50 percent of their working hours alone, such as a janitor, security guard, hotel or motel housekeeper, or room service attendant, or who works in an area where two or more coworkers or supervisors are unable to immediately respond to a call of distress or emergency.
Key Changes Under the Law
To ensure compliance with HB 1524, employers must fulfill several key requirements:
- Mandatory Training. Mandatory training must be provided for managers, supervisors, and isolated employees. This training must cover the prevention of sexual assault, sexual harassment, and sexual discrimination. It must also educate employees on how to use panic buttons and inform managers of their responsibility to respond when a button is used.
- Provision of Panic Buttons. Employers must provide each isolated employee with a panic button. These devices must be designed to be carried by the employee and be simple to activate without delays from passwords or system startup. The panic button must provide an effective signal and be able to summon immediate assistance while accurately identifying the employee’s location. Employees must also be informed of how to use the panic button(s).
- Resource List. Employers are required to provide a list of resources to isolated employees. At a minimum, this list must include contact information for the Equal Employment Opportunity Commission (EEOC), the Washington State Human Rights Commission (HRC), and local advocacy groups focused on preventing sexual harassment and assault.
- Recordkeeping and Reporting. Employers must document the completion of the required training and maintain records of the purchase and utilization of panic buttons. These records must be made available to the Department of Labor and Industries (L&I) upon request. Additionally, property services contractors must submit annual reports to L&I.
Next Steps for Employers
To ensure compliance with the upcoming changes, employers should take the following proactive steps:
- Review Existing Policies: Assess your organization’s current policies related to remote or isolated employees to identify areas that may need to be updated to align with the new law.
- Monitor Regulatory Developments: Stay informed about official guidance from the Washington State Department of Labor and Industries as it becomes available. This guidance will provide the specific details needed for full compliance.
- Develop a Training Plan: Once the detailed requirements are released, create a plan to train managers, supervisors, and human resource personnel on the new standards and how to implement them.
- Consult with Experts: Seek advice from a legal to navigate the complexities of this new legislation and ensure your organization is prepared for the January 1, 2026, effective date.
By taking these steps, employers can ensure a smooth transition to the updated requirements of HB 1524 and minimize potential compliance risks.
