Get the latest update on Washington State minimum salary and wage laws for 2025, including exempt vs non-exempt employee thresholds, Seattle and Tukwila minimum wage rates, and overtime eligibility. Understand how these rules affect salaried workers and stay compliant with Washington state labor laws.
Washington State Minimum Salary Exempt 2025: Detailed Guide
In 2025, Washington State continues to uphold some of the most employee-friendly labor laws in the United States. Among these regulations is the minimum salary threshold that determines whether an employee is exempt from receiving overtime pay. This threshold is based on the size of the employer and is significantly higher than the federal standards. Here’s a detailed breakdown of the Washington State minimum salary exempt rules for 2025.
Minimum Salary Threshold for Overtime-Exempt Employees in Washington
Washington State law differentiates between small and large employers when determining the minimum salary that employees must earn to qualify as overtime-exempt. These thresholds are based on the number of employees a business has:
Small Employers (1–50 Employees)
Employees working for small businesses must receive a minimum salary of $1,332.80 per week, which amounts to $69,305.60 annually. This ensures that only truly salaried professionals, managers, or administrators are exempt from overtime protections.
Large Employers (51+ Employees)
Larger companies are required to provide a higher salary to exempt employees. For 2025, the minimum salary is $1,499.40 per week, equating to $77,968.80 per year. This tiered system helps ensure fair compensation across business sizes.
Washington State Minimum Wage 2025
The minimum wage for hourly workers in Washington State has also increased for 2025. The new minimum wage is $16.66 per hour. This rate applies to most employees aged 16 and older across the state, with exceptions based on city-specific rules, such as in Seattle and Tukwila.
Exemption Criteria Beyond Salary
It’s important to understand that salary alone does not determine whether an employee is exempt from overtime. Employees must also meet specific job duties tests under the Fair Labor Standards Act (FLSA) and Washington State law. These tests examine the type of work performed and whether it qualifies under exemptions such as executive, administrative, or professional categories.
The Learned Professional Exemption
One common exemption is the Learned Professional Exemption, which typically applies to employees whose work requires advanced knowledge in a field of science or learning, acquired through prolonged education. Examples include doctors, lawyers, engineers, and teachers. These employees must also meet the salary threshold to remain exempt.
Federal vs. State Thresholds
Washington State’s salary thresholds are higher than the federal minimum salary threshold for exempt employees. Because of this, employers in Washington must comply with the higher state standards, regardless of the lower federal rates. Failing to meet these thresholds means the employee is non-exempt and must be paid overtime for hours worked beyond 40 in a workweek.
Additional Considerations
Washington employers are also required to disclose salary ranges for job postings under state transparency laws. This supports equitable hiring practices and ensures that prospective employees are aware of compensation expectations.
In addition, employees classified as exempt must be paid on a salary basis, which means they must receive a guaranteed minimum amount each pay period, regardless of the quantity or quality of work performed.
FAQs
What will the minimum wage be in 2025 in Washington state?
The minimum wage is set at $16.66 per hour statewide for 2025.
What is the minimum salary threshold for exempt employees 2025?
For small employers: $69,305.60/year. For large employers: $77,968.80/year.
What is the learned professional exemption in Washington state?
This applies to employees whose primary duties require advanced knowledge obtained through specialized education.
Does Washington State require salary range disclosure?
Yes, employers must include salary ranges in job postings under pay transparency laws.
