Washington State has enacted new legislation that significantly broadens workplace protections related to pregnancy, lactation, and postpartum recovery. Senate Bill 5217 (SB 5217), signed into law on May 20, 2025, takes effect January 1, 2027. The bill updates existing requirements and imposes new obligations for all employers with at least one employee.
Below is a summary of key provisions and recommended next steps for employers.
- Expanded Coverage to All Employers. Current Washington law applies pregnancy accommodation requirements to employers with 15 or more employees. SB 5217 extends this obligation to all employers with one or more employees, including religious and nonprofit organizations.
- Paid Lactation Breaks and Travel Time. Employers will be required to provide paid break time for employees to express breast milk. Time spent traveling to and from designated lactation spaces must also be paid. These breaks must be provided in addition to meal and rest periods. Employees may not be required to use accrued paid leave for this time.
- Postpartum Recovery Accommodations. The definition of reasonable accommodation now includes postpartum needs. Employers may be required to provide paid or unpaid leave for recovery or medical appointments following childbirth, as well as adjustments to work schedules or duties, unless such accommodations would impose an undue hardship.
Next Steps for Employers
Employers are encouraged to begin preparation now to allow sufficient time for policy updates, staff training, and system adjustments. Proactive measures will support compliance and reduce potential risk when the law takes effect. To ensure compliance by the effective date, employers should:
- Update Policies and Procedures: Review and update accommodation and lactation break policies to reflect expanded coverage. Establish a consistent process for handling and documenting accommodation requests.
- Educate Staff: Train managers and supervisors on the new requirements. Confirm payroll systems are configured to track and pay for this time.
- Communication with Employees: Communicate updated policies to employees and management teams.
- Stay Updates: Monitor guidance from the Washington State Department of Labor and Industries (L&I).
