Washington's labor commission handles disputes when federal coverage ends

The law gives Washington's Public Employment Relations Commission a role in worker representation and labor disputes. It covers private-sector employers, workers, trades, or industries previously subject to federal labor-law regulation, within the chapter's listed exclusions. The chapter applies if federal law stops preventing state regulation of a previously federally covered workplace, or if the National Labor Relations Board declines or loses jurisdiction. It excludes state and local government employers, independent contractors, supervisors, and employers or industries not covered by federal labor law when this section takes effect. The chapter takes effect June 11, 2026, and applies when the federal-law or labor-board conditions occur.

The law requires covered employers to bargain with certified worker representatives and provides for arbitration of unresolved contract issues. These rules apply to a covered employer and a certified representative of its workers. After six months without an agreement, the parties may extend bargaining in writing; when any extension ends, they must submit unresolved issues to arbitration. The arbitrator's decision binds both sides, subject to court review. The parties pay the arbitrator's fees and expenses, and share the neutral chair's costs. The six-month period starts when the representative is certified or the previous agreement expires. Most agreement terms continue during a gap until the parties reach a new agreement.

The law preserves the right to strike and requires advance notice for certain health care work stoppages. Labor organizations planning a strike or other group refusal to work at a health care institution must give notice. The notice rule applies to a strike or other group refusal to work at a health care institution. The notice must be written and state when the action will begin. Notice is due at least 10 days before the action begins.