Written by Gabriella Kelley and reviewed by Aaron Rocke.

Beginning in 2027, Washington state employers will be held to a higher standard of accommodation for pregnant and postpartum employees. These expanded pregnancy and postpartum protections are driven by Senate Bill 5217 (SB 5217) and Senate Bill 6014 (SB 6014), which will both take effect on January 1, 2027. January may sound like a long way off, but to ensure compliance and avoid unnecessary disputes, employers should begin preparing now. By considering expanded obligations, potential risks, and steps to take now to prepare, you can ensure that your business is well-prepared and ready for the upcoming changes.  

Key Changes for Employers 

Under the new law, all employers will be required to provide the stipulated pregnancy-related accommodations, regardless of the size of their business (this is a significant expansion, as previous legislation only applied to businesses with 15 or more employees). SB 5217 also clarifies that nonprofit and religious organizations will be held to the same standard of accommodation as all other employers, which was not previously explicit in the law. It’s crucial to be aware of the following areas that have been updated: 

Lactation Breaks  

Lactation breaks must now be compensated. This is a considerable change, as previous legislation required reasonable break time but did not mandate that it be paid. SB 5217 also requires employers to pay employees for travel time to lactation locations if no private space is available on-site. The on-site location cannot be a bathroom. Employers will be prohibited from requiring employees to use their paid leave for their lactation breaks and travel time. Lactation breaks are distinct from regular meal and rest periods, must be provided in addition to them, and must count toward an employee’s hours worked. 

Scheduling Flexibility 

Whereas current law only requires scheduling flexibility for prenatal visits, the new definition of reasonable accommodation also includes scheduling flexibility for postpartum medical visits. 

Accommodations Without Written Certification 

SB 6014 expands the list of pregnancy-related accommodations for which employers may not require or request written certification from a healthcare provider. Employers must provide the following accommodations without requiring documentation: 

• Frequent, longer, or flexible bathroom breaks; 

• Modification of no food or drink policies; 

• Seating or allowance for employees to sit more often for jobs that require standing; and 

• Limitation on lifting over 17 pounds. 

Complaint Record Privacy 

SB 6014 also adds privacy protections specific to the Department of Labor and Industries’ enforcement process. Records held by L&I relating to pregnancy accommodation complaints or investigations (including any information that could identify the employee involved) will be shielded from public disclosure. In practice, this means that employers cannot use a Public Records Act request to identify who filed a complaint against them. An exception applies when disclosure of certain information is necessary for the fair determination of the issues in an investigation, in which case information may be shared with the employer named in the complaint. 

Legal Risks 

Although these changes do not take effect until 2027, employers who wait to review their policies and practices may find themselves scrambling to comply and vulnerable to legal risks. Employers found to have committed any of the following will be in violation of the law and subject to civil penalties: 

• Failing to provide a required pregnancy accommodation; 

• Refusing a reasonable accommodation that does not impose an undue hardship; 

• Retaliating against an employee who requests or uses an accommodation; 

• Denying employment opportunities to a qualified employee because of their need for accommodation; or 

• Requiring an employee to take leave when another reasonable accommodation is available. 

Notably, SB 5217 also creates a private right of action, meaning employees may now bring claims directly against employers in court rather than relying solely on L&I enforcement. This significantly raises the stakes for noncompliance. Beyond administrative investigations and civil penalties, employers who mishandle accommodation requests could face litigation costs, damages awards, and reputational harm. 

For example, a postpartum employee may request scheduling flexibility to attend a follow-up medical appointment or paid break time to express breast milk during the workday. If the employer disciplines the employee for stepping away to pump, pressures the employee to take leave instead of allowing an available accommodation, or fails to compensate the employee for lactation breaks and any required travel time, the employee could argue that the employer violated the law and pursue a claim based on the denial and any resulting adverse action.  

What Employers Should Do Now 

• Review lactation accommodations by ensuring that your workplace has a private space for breastfeeding and lactation, which is not a bathroom. If it does not, consider budgeting for necessary facility adjustments or coming up with a creative solution. 

• Review your employee handbook. Ensure that it outlines updated employee rights regarding paid lactation breaks and flexible scheduling for both prenatal and postpartum care. 

• Review accommodation request procedures to ensure HR and managers know how to respond in accordance with SB 5217 and SB 6014.  

• Train HR and managers on the new limits regarding medical documentation requests.  

• Audit wage-and-hour practices to ensure paid lactation break time and travel time are handled correctly. 

• Consider implementing the changes outlined in SB 5217 and SB 6014 now instead of waiting for them to be legally required, so that your team is well prepared before the laws take effect.  

The law is changing, and employers who act now will be in the best position to reduce risk, avoid costly disputes, and ensure that their policies are aligned with the new requirements before they take effect. Waiting until 2027 would leave little time to address outdated practices, train managers, and implement compliant accommodation procedures. Scrambling to overhaul your practices at the last minute would leave your business vulnerable to adverse legal action. Now is the time to review your policies and prepare.  

Rocke Law’s experienced counsel can help you assess your current practices, update your handbook and internal procedures, and develop a practical compliance strategy tailored to your workplace. If you would like guidance on preparing for the expanded pregnancy and postpartum protections, we welcome the opportunity to work with you.