In March 2026, Washington took a significant step forward for household employment by passing the Domestic Workers’ Bill of Rights (HB 2355), a landmark piece of legislation that will take effect on July 1, 2027. The new law establishes a range of protections for domestic workers working four or more hours a month, including nannies, housekeepers, household managers, cooks, gardeners, personal care providers, and other professionals who provide services within private homes.
At Pepper’s Personal Assistants, we view this legislation as a positive step forward for both workers and families. For more than 14 years, we’ve operated on a simple belief: when employees are supported, respected, and treated professionally, everyone benefits.
“I was happy to co-sponsor and help pass HB 2355, the Domestic Workers’ Bill of Rights, during the 2026 legislative session in Olympia.” said Cindy Ryu, State Representative for Washington’s 32nd Legislative District, co-sponsor of HB 2355. “Domestic workers in Washington State are often women working hard to support their own families while improving the quality of life for others. HB 2355 recognizes the value of their work and helps ensure they receive the protections and respect they deserve.”
Representative Ryu also noted that “The bill’s passage was supported by business owners like Kara Roberts, who understand and embrace its intent and goals. Through Pepper’s Personal Assistants, Kara has built a company that already reflects many of the values embodied in HB 2355 by providing health insurance, paid time off, 401(k) benefits, and ongoing training for the personal assistants she employs to support local families and individuals with household management.”
As the implementation date approaches, this new law serves as an important reminder that hiring someone to work in your home comes with real responsibilities.
Understanding the New Law
HB 2355 establishes baseline protections for domestic workers in private homes, focused on fair pay, written agreements, workplace rights, and enforcement.
Core Protections
- Fair Compensation: Domestic workers must be paid at least the state minimum wage and receive overtime (1.5x pay) for hours worked over 40 in a week.
- Written Agreements: Employers must provide a written employment agreement, in a language understood by both parties, outlining terms, pay, and schedules.
- Paid Sick Leave: Workers accrue at least one hour of paid sick leave for every 40 hours worked.
- Privacy & Rights: Employers may not confiscate personal documents, monitor private spaces (such as bathrooms), or include noncompete or mandatory arbitration clauses.
Termination & Severance
- Notice Requirements: Employers must provide advance written notice of termination of at least two weeks, or four weeks for live-in workers.
- Severance Pay: If required notice is not provided, severance pay is owed.
- Anti-Retaliation: Workers are protected from retaliation, including immigration-related threats, with a presumption of retaliation if adverse action occurs within 90 days of asserting rights.
Enforcement
Workers may file complaints with the Washington Department of Labor & Industries or pursue a private civil lawsuit for damages and attorney fees in cases of violations.
What This Means for Families
Many families hire household support to help manage demanding careers, children’s schedules, travel, aging parents, and the countless responsibilities of daily life.
What many don’t realize is that hiring household staff often means taking on the role of employer.
That responsibility can include:
- Employment agreements
- Payroll and tax compliance
- Time and overtime tracking
- Labor law compliance
- Performance management
- Documentation and recordkeeping
- Professional terminations
- Staying current with changing regulations
For families with no HR or employment-law background, these responsibilities can quickly become overwhelming adding to the already strained mental load.
Why Professional Support Matters
For more than 14 years, Pepper’s Personal Assistants has built a model designed to support both clients and employees.
Our personal assistants are W-2 employees who receive ongoing training, management, HR support, and employee benefits. We maintain employment policies, address performance concerns, provide a substitute personal assistant for employee PTO, and provide the structure needed to build successful long-term working relationships.
This approach has always been central to our philosophy, not because legislation required it, but because it’s the right way to support people.
For clients, that means peace of mind. Rather than navigating employment complexities alone, they gain access to established systems, experienced professionals, and a dedicated team committed to helping both clients and employees succeed.
As Washington’s Domestic Workers’ Bill of Rights takes effect in 2027, we believe it represents a meaningful step forward for domestic workers, families, and the future of household employment.
