What’s changing in CA, OR & WA

Generally the law where the employee actually performs the work — not where your company is based. Wage and hour rules, paid leave, required notices and posting requirements usually follow the employee. One out-of-state hire can quietly make you a multi-state employer.

In California, accrued vacation and PTO are earned wages: they must be paid out at separation, and “use it or lose it” policies are not allowed. In Oregon and Washington, payout generally depends on what your written policy or agreement promises — which is exactly why the wording of that policy matters so much.

It differs by state, and by whether the person quit or was let go. California is the strictest — final pay is generally due immediately on termination. Oregon and Washington allow more time, but the deadlines are still short and the penalties for missing them are real. Check the rule for the specific state and separation type before the last day, not after.

All three states have pay transparency requirements, with different triggers and details. Washington’s is the one to watch in 2027: the employer right to cure a non-compliant posting sunsets on July 27, 2027.

Practically speaking, plan without them in all three states. California voids them with narrow exceptions. Oregon allows them only within strict notice and salary limits. Washington bans them outright as of June 30, 2027, for employees and independent contractors alike. Confidentiality, trade secret and non-solicitation protections are the realistic tools.

Yes — California, Oregon and Washington all mandate it. Accrual rates, caps, carryover and permitted uses differ by state, and some cities add their own rules on top.

California requires it once you reach 5 employees, for both supervisors and staff, repeated every two years. Oregon and Washington approach it through written policy and complaint-handling requirements rather than an identical training mandate.

Possibly not. State salary floors can exceed the federal one and are rising: a Washington employer with 51+ employees needs $92,196 in 2027, and California’s floor is $72,384. Salary is also only half the test — the person’s actual duties have to qualify. A job title never settles it.

It is rarely required outright, but it is how you show a policy existed, was communicated and was applied consistently. If you employ people in more than one of these states, a single generic handbook usually is not enough — state-specific addenda are the cleaner approach.

Act promptly, write things down, and do not promise confidentiality you cannot deliver. Decide who is impartial enough to look into it before anyone starts asking questions, and keep the complaining employee protected from retaliation while it is pending. The most expensive mistakes usually come from delay, not from the original incident.