Washington Expands Lactation, Pregnancy Accommodations for All Employers
Effective Jan. 1, 2027, Washington's SB 5217 extends the Healthy Starts Act to employers of any size — dropping the current 15-employee threshold to one or more employees — and adds new compliance obligations for lactation and pregnancy accommodations.
What changes for lactation and pregnancy accommodations
Lactation breaks must now be paid at the employee's regular compensation rate, including travel time to the pumping location. Employers may not require workers to use paid leave for these breaks, which must be provided in addition to required meal and rest periods. The law also adds scheduling flexibility for postpartum medical visits.
"Lactation breaks must now be paid at the employee's regular compensation rate, including travel time to the pumping location — and cannot count against required meal and rest periods."
— Key provision of Washington SB 5217Enforcement shifts — and what employers should do now
Enforcement moves from the Attorney General to the Department of Labor and Industries, which can issue civil penalties. With the coverage threshold now reaching even single-employee businesses, employers of every size should review and update lactation and pregnancy-accommodation policies and provide manager training before the new year.
"Employers should review and update lactation and pregnancy-accommodation policies and provide manager training before the new year."
— Carol Warner, HRMorningThe full text of the bill is available through SB 5217.
Now covers all employers. SB 5217 extends the Healthy Starts Act from a 15-employee threshold down to employers with one or more employees.
Effective Jan. 1, 2027. Washington employers have until the start of the new year to bring policies and practices into compliance.
Paid lactation breaks. Breaks must be paid at the regular compensation rate, including travel time to the pumping location.
Added protections. Employers cannot force use of paid leave for these breaks, must provide them on top of meal and rest periods, and must allow scheduling flexibility for postpartum medical visits.
Enforcement with teeth. Oversight shifts to the Department of Labor and Industries, which can issue civil penalties — making policy updates and manager training essential before 2027.