What Does This Mean For You?
Employers with at leat fifty employees will have to pay 28.57% of the premium rate, and employees will have to pay the remaining 71.43% of the premium. Employers with fewer than fifty employees need not pay the employer portion of the premium but must still withhold and remit the employee portion of the premium.
Washington’s family leave wage base is the same as the federal Old Age, Survivors, and Disability Insurance wage base, which will be $184,500 for 2026.
Employers are required to notify their employees that the new rate applies to wages paid on or after January 1, 2026. The employer toolkit will include the updated mandatory poster in December in English and Spanish languages. These resources are available on the following Employer Roles and Responsibilities website page: https://paidleave.wa.gov/employer-roles-responsibilities/
Upon notification that one of your employees may qualify for paid leave after they have disclosed a qualifying event to you, you must provide them with the following notice created by the state within a five-day period: https://paidleave.wa.gov/app/uploads/2021/03/Paid-Leave-ER-notice-to-EE-2021-03-01.pdf
Beginning January 1, 2026, other aspects of the Paid Leave program will be updated due to legislative changes. The ESD will be adding resources to the website as they become available. Topics include:
- Job Protection: Enhances job protection for employees taking Paid Leave from employers with twenty-five or more employees.
- Health Care Benefits: Clarifies when employers are required to maintain health care benefits for employees taking job-protected Paid leave.
- Paid Leave and FMLA concurrence: Provides information to help employers manage job protection when an employee is eligible for both Paid Leave and FMLA
- Weekly claim minimums: Reduces the minimim amount of time an employee must miss in a week to be eligible for Paid Leave from 8 hours to 4 hours.
- Small business assistance grants: Expands Paid Leave’s grant program to help small employers with costs related to employees on leave.
For More Information:
To access the Employer Resources Page: https://paidleave.wa.gov/employers/
To estimate Your Paid Leave Premium: https://paidleave.wa.gov/estimate-your-paid-leave-payments/
To sign up for email updates: https://public.govdelivery.com/accounts/WAESD/subscriber/new
Contact Information:
To contact the Washington Employment Security Department:
Call: (833) 717-2273
Email: paidleave@esd.wa.gov
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Frequently Asked Questions About Washington PFML Updates for 2026
Below are answers to some of the most common questions about Washington PFML Updates for 2026.
When Do the Washington PFML Updates for 2026 Take Effect?
The Washington PFML updates for 2026 officially take effect on January 1, 2026. Employers should begin preparing before year-end to ensure payroll systems and employee deductions are updated accurately for the first payroll cycle of the new year.
For staffing firms and companies with large workforces, preparation is especially important because payroll changes often require coordination between payroll providers, HR teams, accounting departments, and back office systems. Waiting until the start of the year to make updates can increase the risk of deduction errors, reporting issues, or compliance complications.
How Much is the Washington PFML Premium Rate for 2026?
Under the Washington PFML updates for 2026, the Paid Family and Medical Leave premium rate will increase to 1.13% of employee wages. This represents a noticeable increase from the 0.92% rate used in 2025.
The premium rate is applied to employee wages up to the Social Security wage cap and is used to fund Washington’s Paid Family and Medical Leave program. While the percentage increase may appear relatively small at first glance, the impact can become meaningful for employers with large payroll volumes, particularly staffing firms that process weekly payroll for a high number of employees.
How Are Premiums Divided Under the Washington PFML Updates for 2026?
The Washington PFML updates for 2026 maintain a shared contribution structure between employers and employees. For businesses with 50 or more employees, employers are responsible for paying 28.57% of the total premium while employees contribute the remaining 71.43% through payroll deductions.
Smaller employers with fewer than 50 employees are generally not required to pay the employer portion of the premium. However, they are still responsible for collecting employee contributions, maintaining accurate payroll records, and submitting the required reporting and payments to the state.
For staffing firms, accurate allocation of these contributions is critical because of the complexity that can come with high employee turnover, multiple payroll cycles, and varying assignment lengths.
Do Small Businesses Need to Comply With the Washington PFML Updates for 2026?
Yes. Even though smaller employers may not be required to pay the employer share of the premium, they must still comply with the Washington PFML updates for 2026. This includes withholding employee contributions correctly, maintaining payroll documentation, and submitting required filings and payments to the state.
Small businesses often assume these requirements only apply to larger organizations, but compliance responsibilities still exist regardless of company size. Failure to properly manage deductions or reporting can create administrative headaches and potential penalties down the road.
For staffing firms and growing companies, implementing accurate payroll procedures early can help prevent issues as the business scales.
Why Are the Washington PFML Updates for 2026 Important for Staffing Firms?
The Washington PFML updates for 2026 are particularly important for staffing firms because staffing companies often operate with high payroll volumes, tight margins, and weekly payroll obligations. Even relatively small changes to payroll taxes or employee contribution requirements can create meaningful operational and financial impacts over time.
Staffing firms also face additional complexity due to fluctuating employee counts, temporary assignments, and varying client billing cycles. While payroll obligations must be met weekly, client payments may not arrive for 30, 45, or even 60 days. This creates additional pressure on cash flow and payroll administration.
Understanding and preparing for the Washington PFML updates for 2026 can help staffing firms maintain compliance, improve payroll accuracy, and avoid disruptions that could affect both employees and clients.
Where Can Employers Find Official Information About the Washington PFML Updates for 2026?
Employers can review official information regarding the Washington PFML updates for 2026 directly through the Washington Employment Security Department website. The ESD provides updated premium rates, employer guidance, reporting requirements, and educational resources related to the Paid Family and Medical Leave program.
Businesses should monitor the state’s official communications regularly because legislative and administrative guidance can evolve throughout the year. Staying informed helps employers avoid missing important deadlines or compliance updates.
Will the Washington PFML Updates for 2026 Impact Payroll Processing?
Yes. The Washington PFML updates for 2026 will likely require payroll system adjustments for many employers. Businesses may need to update employee deduction percentages, employer contribution calculations, payroll tax settings, and internal reporting procedures to reflect the new premium structure.
For staffing firms operating across multiple states, compliance becomes even more important because payroll systems may already be managing various state-specific tax and leave requirements simultaneously. Proper implementation and testing ahead of the effective date can help reduce payroll errors and employee confusion.
