Wrongful Termination Law in Washington
This page covers wrongful termination law as it applies in Washington — the state and federal laws that govern it, filing deadlines, where to get help, and notable in-state decisions. For what wrongful termination protects generally, see the national overview.
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Quick answer
Washington state follows the at-will employment doctrine, which allows most employers to end the employment relationship at any time — but firing an employee for an illegal reason is prohibited. The Washington Law Against Discrimination (Revised Code of Washington Chapter 49.60) makes it unlawful to fire someone because of race, sex, age, disability, sexual orientation, or other protected characteristics, and separate state laws protect workers who are fired for filing a workers' compensation claim or reporting a workplace safety violation. If you believe your termination was unlawful, document what happened and contact a state or federal agency or an employment attorney as soon as possible. Deadlines can be as short as 90 days from the date of firing, so acting quickly is critical.
Laws that govern wrongful termination in Washington
Washington state law
- Washington Law Against DiscriminationRCW Chapter 49.60
Prohibits employment discrimination based on race, color, creed, national origin, sex, marital status, sexual orientation, age, disability, honorably discharged veteran or military status, citizenship or immigration status, and use of a service animal; enforced by the Washington State Human Rights Commission.
- Washington Industrial Safety and Health Act — Anti-RetaliationRCW 49.17.160
Prohibits employers from retaliating against employees who report workplace safety violations or cooperate with investigations under Washington's Industrial Safety and Health Act.
- Workers' Compensation Anti-RetaliationRCW 51.48.025
Makes it unlawful for an employer to discriminate against or discharge an employee because the employee filed or pursued a workers' compensation claim.
- Mass Layoffs and Business Closings ActRCW Chapter 49.45
Requires employers with 50 or more employees to provide 60 days' written notice before implementing a mass layoff or business closing; employees may recover back pay and benefits for up to 60 days if the required notice is not given.
Federal law
- Title 29 — Labor
The U.S. Code title that houses these federal statutes.
- Title VII of the Civil Rights Act of 1964
Prohibits employment discrimination based on race, color, religion, sex, and national origin. Codified at 42 U.S.C. §§ 2000e et seq.
- Family and Medical Leave Act of 1993
Federal law allowing eligible employees of covered employers up to 12 weeks of unpaid leave for specified family and medical reasons. Codified at 29 U.S.C. §§ 2601 et seq.
- Americans with Disabilities Act of 1990
Civil-rights law prohibiting discrimination based on disability in employment, public services, public accommodations, and telecommunications. Codified at 42 U.S.C. §§ 12101 et …
- Worker Adjustment and Retraining Notification Act
Requires employers with 100+ employees to give 60 days’ advance notice of plant closings and mass layoffs. Codified at 29 U.S.C. §§ 2101–2109.
Washington-specific deadlines for wrongful termination cases
Enter the date your problem happened to see which deadlines may already have passed. Not every deadline applies to every situation — this is a general estimate, not legal advice. Deadlines can be shorter, paused, or extended.
- File an employment discrimination complaint with the Washington State Human Rights Commission: 6 months
This is the general deadline for most employment discrimination complaints filed with the Washington State Human Rights Commission. Extended deadlines apply for pregnancy discrimination (1 year) and whistleblower retaliation (2 years) under the same statute.
RCW 49.60.230(2)
- File a pregnancy discrimination complaint with the Washington State Human Rights Commission: 1 year
Complaints of pregnancy discrimination under the Washington Law Against Discrimination have a 1-year filing window with the Washington State Human Rights Commission, which is longer than the standard 6-month window for most other claims.
RCW 49.60.230(2)
- File a whistleblower retaliation complaint with the Washington State Human Rights Commission: 2 years
Employees alleging retaliation for whistleblowing activity under the Washington Law Against Discrimination have 2 years to file a complaint with the Washington State Human Rights Commission.
RCW 49.60.230(2)
- File a charge of employment discrimination with the U.S. Equal Employment Opportunity Commission: 300 days
Because Washington has its own anti-discrimination agency, it is a 'deferral state' and residents have 300 days — rather than the standard 180 days — to file a charge with the U.S. Equal Employment Opportunity Commission. This extended deadline applies to claims under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act.
42 U.S.C. § 2000e-5(e)(1)
- File a federal lawsuit after receiving a U.S. Equal Employment Opportunity Commission Notice of Right to Sue: 90 days
Once the U.S. Equal Employment Opportunity Commission issues a Notice of Right to Sue, you have 90 days to file a lawsuit in federal court. Missing this deadline generally bars the federal claim permanently.
42 U.S.C. § 2000e-5(f)(1)
- File a workers' compensation retaliation complaint with the Department of Labor and Industries: 90 days
Employees who believe they were fired or penalized for filing a workers' compensation claim must file a complaint with the director of the Washington State Department of Labor and Industries within 90 days of the alleged violation.
RCW 51.48.025
- File a workplace safety retaliation complaint under the Washington Industrial Safety and Health Act: 90 days
Employees who are fired or penalized for reporting workplace safety violations must file a complaint with the director of the Washington State Department of Labor and Industries within 90 days of the retaliatory act.
RCW 49.17.160(2)
- File a civil lawsuit under the Washington Law Against Discrimination in superior court: 3 years
Washington courts apply the 3-year general statute of limitations to civil lawsuits brought under the Washington Law Against Discrimination. You may file directly in superior court without first filing an administrative complaint with the Washington State Human Rights Commission.
RCW 4.16.080
These deadlines are general estimates. They can be shorter than they appear, and can be paused (“tolled”) or extended in specific situations. This is not legal advice. If any deadline is near or has passed, talk to a lawyer right away.
Where to go & how to get help
Government agencies and non-profit legal-help organizations for wrongful termination in Washington.
The federal agency that enforces Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other federal anti-discrimination laws; Texas employees are served primarily through the Houston District Office.
The federal agency that enforces Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act; Ohio residents have 300 days from a discriminatory act to file a charge.
Primary federal agency for filing employment discrimination charges; handles claims by private-sector employees in Georgia under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act of 1967, and related laws.
Federal agency enforcing Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act; Michigan employees have 300 days to file a charge.
State agency that investigates employment discrimination complaints under the Washington Law Against Discrimination (Revised Code of Washington Chapter 49.60); accepts complaints online, by mail, or in person at offices in Olympia, Spokane, Yakima, and East Wenatchee.
The federal agency that enforces Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and other federal anti-discrimination employment laws; California employees may file a charge within 300 days of the discriminatory act.
Enforces federal employment discrimination laws including Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act; Florida workers can dual-file charges with both the Equal Employment Opportunity Commission and the Florida Commission on Human Relations.
Federal agency that investigates charges of employment discrimination under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and related federal laws; filing a charge is required before suing in federal court.
The federal agency that enforces Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other federal anti-discrimination laws; accepts charges from Pennsylvania workers within 300 days of a discriminatory act.
The federal agency that enforces Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other federal anti-discrimination laws for Illinois workers.
Investigates employment discrimination charges under Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other federal laws; file a charge here first if you were terminated because of a protected characteristic such as race, sex, religion, national origin, age, or disability.
The federal agency enforcing Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act; New Jersey workers have 300 days to file a charge, which is required before bringing a federal lawsuit.
Accepts federal employment discrimination charges under Title VII, the Americans with Disabilities Act, and the Age Discrimination in Employment Act for workers in Virginia.
Investigates retaliation complaints under Washington's Industrial Safety and Health Act and the workers' compensation anti-retaliation statute; complaints must be filed within 90 days of the alleged retaliatory act.
Federal agency that investigates charges of employment discrimination under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other federal employment laws; Washington residents have 300 days to file a charge.
- Northwest Justice Projectlegal aid
Statewide nonprofit that provides free civil legal assistance to low-income Washington residents, including guidance on employment discrimination and wrongful termination through the Washington LawHelp website at washingtonlawhelp.org.
Provides resources and referrals to help Washington residents find qualified employment attorneys, including information on free and reduced-cost legal assistance options.
Official U.S. government starting point for finding free or low-cost legal help and legal-aid programs near you.
Locate the LSC-funded legal-aid organization that serves your county for civil (non-criminal) legal problems.
Find your state or local bar association lawyer-referral service and free legal-answer programs.
Find your state attorney general to file consumer-protection, civil-rights, or other complaints.
How to take action in Washington
- 1
Document what happened
Write down the date of your termination, your employer's stated reason, and any events leading up to it. Save emails, text messages, performance reviews, pay stubs, and your employee handbook.
- 2
Identify the type of claim you may have
Consider whether your firing involved a protected characteristic such as race, age, or disability; retaliation for a protected activity such as reporting a safety violation or filing for workers' compensation; a breach of an employment contract or handbook promise; or a mass layoff without legally required advance notice.
- 3
File an administrative complaint with the appropriate agency
For most discrimination claims, you can file with the Washington State Human Rights Commission within 6 months of the alleged act, or with the U.S. Equal Employment Opportunity Commission within 300 days. For workers' compensation or workplace safety retaliation, file with the Washington State Department of Labor and Industries within 90 days.
- 4
Understand your right to go directly to court
Under the Washington Law Against Discrimination, you may file a civil lawsuit in Washington superior court without first going through the Washington State Human Rights Commission — but you generally must do so within 3 years of the unlawful act.
- 5
If you filed with the U.S. Equal Employment Opportunity Commission, watch for your right-to-sue notice
If you want to pursue a federal lawsuit, you must file it within 90 days of receiving a Notice of Right to Sue from the U.S. Equal Employment Opportunity Commission. Missing this window typically bars the federal claim permanently.
- 6
Consult a Washington employment attorney
An attorney can assess the strength of your claim, identify the correct agency and deadline, and advise whether the agency process or a direct civil lawsuit is the better path. Many employment lawyers offer free initial consultations and some work on a contingency fee basis.
A general roadmap, not legal advice — the right steps depend on your situation and deadlines.
Common questions about wrongful termination in Washington
Can my employer fire me for any reason in Washington?
Washington is an at-will employment state, meaning most employers can end the employment relationship at any time for almost any reason or no reason at all. However, they cannot fire you for an illegal reason — such as your race, sex, age, disability, or other protected characteristic, in retaliation for filing a workers' compensation claim, or in retaliation for reporting a workplace safety violation. If an employer violated a written employment contract or made binding promises in an employee handbook, a termination that breaks those promises may also be actionable.
What counts as wrongful termination in Washington?
Wrongful termination generally means being fired for a legally prohibited reason. In Washington, this includes firings that violate the Washington Law Against Discrimination (Revised Code of Washington Chapter 49.60), firings in retaliation for protected activities such as reporting a safety violation or filing a workers' compensation claim, and firings that breach an explicit employment contract. Washington courts also recognize a narrow public policy exception: if a firing violates a clear public policy expressed in the state constitution, a statute, or court rules, it may be actionable even without a specific statute covering the exact situation.
What is the difference between filing with the Washington State Human Rights Commission and the U.S. Equal Employment Opportunity Commission?
The Washington State Human Rights Commission enforces the Washington Law Against Discrimination, a state law with broad protections and a 6-month filing deadline for most employment claims. The U.S. Equal Employment Opportunity Commission enforces federal laws such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act, with a 300-day deadline for Washington residents. Washington is a 'deferral state,' meaning the two agencies cooperate and a charge filed with one is often cross-filed with the other. Filing with both agencies can preserve rights under both state and federal law.
What if I was fired for reporting a workplace safety violation?
Washington's Industrial Safety and Health Act (Revised Code of Washington 49.17.160) prohibits employers from retaliating against employees who report workplace safety concerns or cooperate with safety investigations. You must file a complaint with the director of the Washington State Department of Labor and Industries within 90 days of the retaliatory action. The department investigates the complaint and can order reinstatement and back pay if retaliation is found.
Am I protected if I was fired for filing a workers' compensation claim?
Yes. Revised Code of Washington 51.48.025 makes it unlawful for an employer to discriminate against or discharge an employee because the employee filed or pursued a workers' compensation claim. You must file a complaint with the director of the Washington State Department of Labor and Industries within 90 days of the alleged retaliatory act. The department will investigate and, if a violation is found, can require the employer to reinstate you and pay lost wages.
What if my employer laid off many workers or closed without giving notice?
Washington's Mass Layoffs and Business Closings Act (Revised Code of Washington Chapter 49.45) requires employers with 50 or more workers to provide 60 days' written notice before a mass layoff or business closing. The federal Worker Adjustment and Retraining Notification Act (29 U.S.C. Chapter 23) imposes a similar requirement. If an employer fails to provide proper notice, workers may be entitled to back pay and benefits for the days of missing notice, up to a maximum of 60 days, and civil penalties may be assessed against the employer.
What remedies are available if my wrongful termination claim succeeds?
Remedies depend on the legal theory and where the claim is pursued. Under the Washington Law Against Discrimination, a successful claimant may recover lost wages and benefits, compensation for emotional distress, and attorney's fees; unlike some federal anti-discrimination laws, the Washington Law Against Discrimination does not impose a cap on damages. For workers' compensation retaliation or workplace safety retaliation claims, reinstatement to the job and back pay are available. The specific remedies in any case depend on the facts and the legal forum chosen.
Not legal advice. State-specific statutes, deadlines and procedures are being sourced and will appear here.