Washington State Overtime Laws: Weekly OT & Salary Thresholds

Washington State generally uses weekly overtime: covered non-exempt employees earn 1.5x pay for hours worked over 40 in a workweek. The state's bigger overtime twist is not daily overtime. It is Washington's high minimum wage, no tip credit, and state-specific salary thresholds for white-collar exemptions.

Washington weekly overtime rule

Washington does not have a broad daily-overtime rule for private-sector employees. A 10-hour day does not automatically create overtime if the total workweek stays at or below 40 hours. Once the workweek exceeds 40 hours, overtime is owed at 1.5 times the regular rate for the overtime hours.

Washington salary threshold and exemption rules

Washington is a strong state for salaried-worker overtime questions because the state has its own salary threshold schedule. A worker can have a manager title, receive a salary, and still be non-exempt if the salary or duties test is not met.

If the salary question is more important than the weekly-hours math, use the salaried overtime calculator after reviewing the state threshold.

Washington tipped employees and service workers

Washington does not allow a tip credit against the state minimum wage. Tipped employees must be paid the full applicable minimum wage directly by the employer, with tips on top. For overtime, that means the regular rate starts from the full wage, not a lower tipped cash wage.

Mandatory overtime in Washington

For most adult workers, federal law does not set a general maximum number of hours an employer can schedule, as long as overtime is paid correctly. Washington has additional industry-specific protections, especially in healthcare settings, where mandatory overtime restrictions can apply.

• Check whether the worker is in healthcare, transportation, public sector, or union work.
• Separate the scheduling question from the pay question.
• Even if overtime is mandatory, covered non-exempt overtime still must be paid.
• Retaliation rules may protect workers who assert wage rights or file complaints.

Common Washington overtime mistakes

• Calling an employee salaried and assuming overtime disappears.
• Using the federal salary threshold when Washington requires a higher threshold.
• Ignoring local minimum wages when calculating the regular rate.
• Subtracting a tip credit, even though Washington does not allow one.
• Confusing mandatory scheduling rules with overtime pay requirements.

FAQ