Employment Laws for Remote Workers

If your company has employees who work remotely, or if you are an employee who works remotely, it is important to understand the labor laws that apply to you. Many people are aware that both state and federal employment laws apply to their company or to themselves. This is usually not a huge issue, as businesses simply apply whichever of the two is more stringent. 

But with the rise of remote workers, the lines of which laws apply to whom have become blurred. This is especially true with remote workers who are in a different city, but the same state, as their employer. Many cities have labor laws that are more employee-friendly than the State of Washington, and Seattle is a prime example of this. Furthermore, some employers may not realize that Seattle’s laws apply to their Seattle-based workers even if the company is not located in Seattle. 

The main area of concern for most is probably on minimum wage. Washington’s minimum wage at the time of this writing is $14.49 per hour. Meanwhile, Seattle’s minimum wage is currently $17.27 per hour (or $15.75 if the employer pays certain medical benefits or if the employee is tipped). Under Seattle law, if an employee works more than two hours in Seattle in a two-week period, they must be paid Seattle minimum wage. 

Other differences in the laws of a particular city can also affect companies with remote workers. In Seattle, these differences can include Paid Sick and Safe Time, Wage Theft laws, Fair Chance Employment requirements, and others.

General guidelines and tips for navigating these issues can be found on government websites, like the Seattle Office of Labor Standards site. However, in some instances legal help may be required. It is never a bad idea to consult with an attorney if you encounter an issue or issues that are not immediately clear to you.