Washington Adds Domestic Worker Compliance Duties for Home Care Employers
Washington has enacted a domestic workers law that will apply to many home care employers, registries, and private households starting July 1, 2027. Covered workers, including some independent contractors who perform at least four hours of domestic work in a month, gain minimum wage, overtime, written agreement, notice, severance, and recordkeeping protections, subject to exclusions. Employers should review their practices before the effective date.
The Washington measure becomes effective July 1, 2027. It covers people—including some independent contractors—who do at least four hours of domestic work in a month, and it can apply to home care companies, registries, private households, and other entities that hire such workers. Some publicly funded home care services are excluded.
Seattle’s existing domestic worker ordinance continues alongside the state rules. The state labor agency plans model written agreements and a model rights disclosure. The law also addresses overtime after 40 weekly hours, termination notice, severance, records, and limits on certain arbitration, confidentiality, non-disparagement, and noncompetition terms.
The changes could affect home care aides, housecleaners, nannies, and other domestic workers, along with families and agencies that hire them. Clearer pay, scheduling, and termination rules may reduce disputes and improve job stability, while smaller households and registries could face added administrative costs and compliance burdens. Because exclusions apply and enforcement is untested, the practical reach may vary, especially where local rules like Seattle’s add further requirements.