WashingtonWashington law bars agreements that block workers from lawful jobs
Starting June 30, 2027, Washington law makes noncompete agreements void and bars employers from enforcing them or claiming workers are bound by them.
What it does
Starting in 2027, Washington law makes agreements that block lawful work or business with customers void. Exceptions include confidentiality and trade-secret protections, certain business sales, and limited education-cost repayment agreements.
Employers may not make or try to enforce noncompete agreements, threaten enforcement, or tell employees or workers that they are bound by one.
Employers must make reasonable efforts to notify current and former employees and contractors in writing that a noncompete agreement still in effect is void.
A nonsolicitation agreement may restrict a former employee from urging coworkers to leave or certain customers to shift business away, for no more than 18 months.
Argument forWorkers may have more freedom to change jobs because employers cannot enforce or threaten to enforce agreements that block lawful work.
Argument againstEmployers may have fewer ways to limit competition when workers leave, though the law keeps some protections for trade secrets and confidential information.
More detail
Noncompete agreements are void and unenforceable, regardless of when the parties made them. The definition covers agreements that restrict employees, independent contractors, or performers from lawful work; block business with a customer; or require someone to repay or give up a benefit for doing lawful work. Exceptions include confidentiality agreements, trade-secret and invention protections, certain business-sale agreements, and certain franchise agreements. Some agreements to repay education costs are excluded if they meet the stated time, repayment, and good-cause limits. The law takes effect June 30, 2027, and applies regardless of when the agreement was made.
Employers may not make, enforce, or threaten to enforce a noncompete agreement against an employee or worker, or claim that the person is bound by one. The rule covers employees and workers. This rule takes effect June 30, 2027.
Employers must make reasonable efforts to notify covered people in writing that their noncompete agreement is void and unenforceable. Notice must go to current and former employees and independent contractors covered by an agreement still within its effective period. The notice requirement applies to agreements still within their effective period. Employers must make these efforts by October 1, 2027. The law takes effect June 30, 2027.
A nonsolicitation agreement may bar a former employee from urging coworkers to leave or certain customers to shift business away from the employer. This definition covers agreements between an employer and employee that apply after employment ends and restrict solicitation of coworkers or current or prospective customers, patients, or clients. For customer restrictions, the former employee must have built or substantially developed a direct relationship with the customer through work for the employer. The restriction must end no later than 18 months after employment ends. An agreement barring acceptance of or business with a customer is not a nonsolicitation agreement. The agreement must end no later than 18 months after employment ends.
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Where it stands
- Introduced
- Passed House
- Passed Senate
- To Governor
- Became Law
Looking ahead
No hearings or votes scheduled.
History
- 2026
- Mar 23Effective date 6/30/2027.Latest
- Mar 23Chapter 149, 2026 Laws.Major
- Mar 23Governor Bob Ferguson signed.Became Law
- Mar 12Delivered to Governor.To Governor
- Mar 11President signed.Major
- Mar 11Speaker signed.Passed Senate
- Mar 9Passed final passage; yeas, 62; nays, 33; absent, 0; excused, 3.Passed House
- Vote recorded Final Passage as Amended by the Senate (#3). Result: pass.Lower
- Mar 9House concurred in Senate amendments.
- Mar 5Third reading, passed; yeas, 30; nays, 19; absent, 0; excused, 0.Minor
- Vote recorded 3rd Reading & Final Passage as Amended by the Senate (#5). Result: pass.Upper
- Mar 5Rules suspended. Placed on Third Reading.Minor
- Mar 5Committee amendment(s) adopted as amended.
- Feb 27Placed on second reading by Rules Committee.Minor
- Feb 25Passed to Rules Committee for second reading.
- Feb 24Minority; do not pass.Minor
- Feb 24LC - Majority; do pass with amendment(s).Minor
- Feb 24Executive action taken in the Senate Committee on Labor & Commerce at 10:45 AM.
- Feb 23Public hearing in the Senate Committee on Labor & Commerce at 10:30 AM.
- Feb 12First reading, referred to Labor & Commerce.Minor
- Feb 10Third reading, passed; yeas, 65; nays, 29; absent, 0; excused, 4.Minor
- Vote recorded 3rd Reading & Final Passage (#1). Result: pass.Lower
- Feb 10Rules suspended. Placed on Third Reading.Minor
- Feb 10Floor amendment(s) adopted.
- Feb 101st substitute bill substituted (LAWS 25).Major
- Jan 27Rules Committee relieved of further consideration. Placed on second reading.Minor
- Jan 12By resolution, reintroduced and retained in present status.
- 2025
- Mar 19Returned to Rules Committee for second reading.
- Mar 6Rules Committee relieved of further consideration. Placed on second reading.Minor
- Feb 11Referred to Rules 2 Review.Minor
- Feb 7Minority; without recommendation.Minor
- Feb 7LAWS - Majority; 1st substitute bill be substituted, do pass.Major
- Feb 7Executive action taken in the House Committee on Labor & Workplace Standards at 10:30 AM.
- Jan 31Executive session scheduled, but no action was taken in the House Committee on Labor & Workplace Standards at 10:30 AM.
- Jan 15Public hearing in the House Committee on Labor & Workplace Standards at 8:00 AM.
- Jan 13First reading, referred to Labor & Workplace Standards.Minor
- Jan 3Prefiled for introduction.Introduced
Economy & Jobs