Washington: Isolated Worker Harassment Law Amended

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APPLIES TO

All Employers with Employees in WA

EFFECTIVE

January 1, 2026

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Quick Look

  • Effective January 1, 2026, HB 1524 amends Washington’s law addressing sexual harassment and sexual assault committed against isolated workers.
  • The law applies to the following covered employers: hotel, motel, retail, security guard entity, or property services contractor.
  • Covered employers must now also provide a panic button to each isolated employee and inform isolated employees on how to use panic buttons, and inform managers and supervisors on their responsibility to respond to the use of panic buttons.

Discussion

Effective January 1, 2026, HB 1524 amends Washington’s law addressing sexual harassment and sexual assault committed against isolated workers. The law applies to the following covered employers: hotel, motel, retail, security guard entity, or property services contractor. The amendment defines an isolated employee as an employee who performs work in an area where two or more coworkers, supervisors, or a combination thereof are unable to immediately respond to an emergency without being summoned by the employee or spends at least 50% of their working hours without a supervisor or another coworker present. In addition, this definition applies to those employed as a janitor, security guard, hotel or motel housekeeper, or room service attendant.

 

Covered employers must now also provide a panic button to each isolated employee and inform isolated employees on how to use panic buttons, and inform managers and supervisors on their responsibility to respond to the use of panic buttons. There is a recordkeeping requirement of the purchase and utilization of panic buttons provided to isolated employees. Covered employers must also keep a record of the mandatory training required by the amendment.

 

The panic button must:

 

  • Be designed to be carried by the isolated employee;
  • Be simple to activate without delays caused by entering passwords or waiting for the system to turn on;
  • Provide an effective signal for the circumstances when activated; and
  • Be able to summon immediate assistance and allow responders to accurately identify the isolated employee’s location.

 

Washington’s Department of Labor & Industries is tasked with investigating violations of the requirements. Financial penalties for violations can be $1,000 for the first willful violation and up to $10,000 for subsequent violations.

 

Action Items

  1. Evaluate workforce to determine whether workers meet the definition of isolated worker.
  2. Distribute panic buttons, if applicable.
  3. Have appropriate personnel trained on the requirements.
  4. Document purchase and utilization of panic buttons and required trainings.

 

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase