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A Washington employment contract is a legally binding document that is executed by an employer and an employee. Employment contracts describe the specific rights and expectations of both parties throughout the employment relationship. Employment contracts are usually used when hiring high level permanent employees, but can also be used when hiring temporary employees, contractors, and consultants.
Washington, like most states, is an “at-will” employment state. This means that outside of a few exceptions, an employer and an employee can end the working relationship at any time for any reason without notice. Employees who work “at will” are at a disadvantage because they can lose their job at any time.
Once an employee signs an employment contract, they are no longer an “at will” employee. The Employment contract overrides “at will” laws and provides certain protection for the worker.
It is common for employment contracts to have clauses that describe the company’s disciplinary procedures and reasons why an employee may be terminated. Once a contract is executed, the employer is bound to terms of the contract and will need a valid reason to terminate the employee.
Yes. Certain employment contracts are enforceable in Washington. Employment contracts that cover the basic working relationship will governed by state contract laws. These agreements cover issues like:
Another type of employment contract is a restrictive contract called a non-compete agreement. These types of contracts are governed by separate laws and are not always enforceable in Washington.
In 2020, Washington revised their non-compete laws and added more restrictions to these agreements. Some new restrictions include:
These new laws are retroactive and will apply to all non-compete agreements signed in Washington, even if the agreement was signed before 2020.
The legal requirements for Washington employment contracts are governed by Washington State labor regulations. It is best practice for employment contracts to be written and signed, but oral contracts for employment that can be completed within one year is also enforceable.
Employment contracts cannot violate any laws or public policies or force employees to give up rights granted by the law. For example, in Washington, the minimum wage is set by law. An employment contract cannot require an employee to work for less than the state minimum wage.
There are several types of employment contracts used in Washington. The type of contract will vary based on the job and the type of employee being hired to complete the work.
Common types of employment contracts include:
ContractsCounsel is not a law firm, and this post should not be considered and does not contain legal advice. To ensure the information and advice in this post are correct, sufficient, and appropriate for your situation, please consult a licensed attorney. Also, using or accessing ContractsCounsel's site does not create an attorney-client relationship between you and ContractsCounsel.
Merry Kogut is a licensed attorney based in Washington State who has been a legal expert on JustAnswer since 2008 specializing in employment law, consumer protection and discrimination issues. She has been an attorney handling WA State phone consultations for Arag Legal Insurance since April, 2023. She has also been an attorney in private practice since 1986, and was in-house legal counsel for multiple WA State government agencies. She brings nearly 50 years combined legal and professional writing experience. Earlier in her career, Merry served as a law clerk for the Washington State Court of Appeals, and as a discrimination specialist, investigator and legislative liaison. She also helped establish the “Legal Writing Institute,” a national association of legal writing instructors and administrators. Merry earned her law degree from the Seattle University (formerly University of Puget Sound) School of Law.
Twenty-plus years experience in family law, employment law, public agency law, federal, state and local contracts drafting and review, appellate practice.
I have been working as a document review attorney since 2011. I have also done some business and estate planning work. I am fluent in English, Chinese, French, and Japanese.
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