One-line summary: Washington-specific state-mandated benefits — the WA Paid Sick Leave required-notice block, WA PFML notice (with 2026 program updates), WA pay transparency, rest and meal break rules with remote-work guidance, WA workers' compensation (L&I), and unemployment insurance. (California-specific state benefits live in the California Addendum. Idaho-specific notes appear at the bottom for reference.)

State Benefits — Washington

Washington State benefits overview

As an employer in Washington State, Launch provides all benefits required by state law to ensure the well-being and security of our employees. These mandated benefits include programs such as Paid Family and Medical Leave (PFML), Paid Sick Leave, workers' compensation coverage, and compliance with minimum wage and overtime laws. We are committed to meeting these requirements and supporting our employees with the protections and resources they are entitled to under Washington State law.

Washington Paid Sick Leave — Required Notice

This notice is provided in accordance with WAC 296-128-650 to inform Washington-based employees of their paid sick leave rights.

Your right to paid sick leave. Washington law guarantees you the right to paid sick leave. You begin accruing paid sick leave starting on your first day of employment with Launch.
Accrual rate. You accrue at least 1 hour of paid sick leave for every 40 hours worked, in accordance with RCW 49.46.210.
When you can use it. You may begin using accrued paid sick leave 90 calendar days after the start of your employment.
Permitted uses.
- For your own mental or physical illness, injury, or health condition; to obtain medical diagnosis, care, or treatment; or for preventive medical care.
- To care for a family member with a mental or physical illness, injury, or health condition; for a family member's medical diagnosis, care, treatment, or preventive medical care. "Family member" includes spouse or domestic partner, child (regardless of age), parent (including in-laws and step-parents), grandparent, grandchild, or sibling.
- When Launch's place of business has been closed by order of a public official for any health-related reason, or when your child's school or place of care has been similarly closed.
- For purposes related to domestic violence, sexual assault, or stalking — for yourself or a family member ("safe leave").
Notice and verification. Reasonable advance notice when foreseeable; as soon as possible when not. For absences exceeding 3 consecutive scheduled workdays, Launch may request reasonable verification.
Carryover. Up to 40 hours of unused paid sick leave will carry over from one calendar year to the next.
No retaliation. Launch is prohibited by law from retaliating against you for using or requesting paid sick leave or for filing a complaint with the Washington Department of Labor & Industries.
Where to file a complaint. Washington Department of Labor & Industries, Employment Standards: 1-866-219-7321 or www.lni.wa.gov (opens in a new tab).

Full mechanics of WA Paid Sick & Safe Leave (accrual, family-member definitions per 2025 WA updates, immigration-proceeding leave, verification, carryover, separation, no-retaliation) live in §7 Time Off.

Washington Paid Family and Medical Leave (PFML)

Washington's Paid Family and Medical Leave Act (RCW 50A) provides eligible Washington employees with paid leave for qualifying family and medical reasons. Launch participates in the state PFML program; premiums are shared between Launch and you in accordance with state law.

You may be eligible for PFML if you have worked at least 820 hours in Washington in your qualifying period (approximately the first 4 of the last 5 completed calendar quarters, or the last 4 completed calendar quarters).

Qualifying reasons for leave include:

The birth, adoption, or foster placement of a child (up to 12 weeks of family leave).
To care for a family member with a serious health condition (up to 12 weeks).
For your own serious health condition (up to 12 weeks of medical leave; up to 14 weeks for pregnancy-related serious health conditions).
Qualifying military exigency.

Total leave is capped at 16 weeks in a 12-month period (18 weeks if the leave includes pregnancy-related medical leave).

Job protection is provided to employees who have worked for Launch for at least 12 months and at least 1,250 hours in the year preceding the leave.

How to apply. File your application directly with the Washington Employment Security Department at www.paidleave.wa.gov (opens in a new tab). Notify Launch as far in advance as possible.

No retaliation. Launch is prohibited by law from retaliating against you for using or requesting WA PFML.

2026 WA PFML program updates

Effective January 1, 2026, the following state-mandated changes apply:

Minimum claim: Employees may now file a claim for as little as four (4) consecutive hours in a week (reduced from the previous 8-hour minimum).
Maximum benefit: The maximum weekly benefit amount has increased to $1,647.
Premium rates: The total premium rate is 1.13% of gross wages (up to the Social Security cap). Because Launch employs fewer than 50 employees, we are exempt from paying the employer portion of this premium. The employee share is 71.43% of the total premium (approximately 0.81% of gross wages) and will appear on your paycheck stub as "WA Family and Medical Leave Insurance (Employee)."
Job protection & reinstatement: Under the original law, job protection was limited to employers with 50 or more employees. While the new 2026 laws begin a phased expansion of job protection and health-insurance maintenance requirements, for an employer of Launch's current size (under 15 employees), these requirements are not scheduled to take effect until January 1, 2028.

Employee notice and supplemental wage replacement

If PFML leave is foreseeable (e.g., the birth of a child or a planned surgery), employees must give the Company 30 days' notice in writing (preferably via email sent to both the employee's manager and HR at hr@launchindustries.biz). The request should include the date of the request, the type of leave requested, and the anticipated dates of the leave. If an employee needs to take leave for an unforeseeable event, like an accident or sudden illness, the employee must provide notice as soon as it is practical to do so. If an employee is not able to provide notice, someone else may do so on the employee's behalf.

Employees are eligible to request to draw on their PTO during PFML leave to supplement the partial wage replacement received through the ESD. This supplemental wage replacement may be combined with the partial wage replacement received from the ESD to bring the total wage replacement up to 100% of the employee's average weekly wage.

Program funding

Funding for the PFML benefits comes solely from employee and employer payroll taxes. The tax appears on your paycheck stub as "WA Family and Medical Leave Insurance (Employee)." For a detailed understanding of the State PFML benefits, eligibility, and qualifying requirements, employees are strongly encouraged to visit paidleave.wa.gov (opens in a new tab).

Rest periods and meal breaks policy

At Launch, we prioritize the well-being and productivity of our team members, recognizing the autonomy and flexibility of our remote professional workforce. While employees are empowered to manage their own schedules, this policy ensures compliance with applicable rest and meal break requirements in Washington.

Rest breaks

Washington: Employees are entitled to a paid 10-minute rest break for every four hours worked, ideally near the middle of the work period.

Guidance for remote employees

Rest breaks are paid and do not require clocking out.
Employees are encouraged to take breaks as needed throughout their day, in alignment with the state requirements outlined above.
Breaks are intended to be a time to step away from work and relax.

Meal breaks

Washington: Employees are entitled to an unpaid 30-minute meal break for every five hours worked. Meal breaks should generally occur no earlier than two hours and no later than five hours into the work period.

Guidance for remote employees

Employees manage their own schedules and are trusted to take meal breaks as needed in alignment with their workday.
Meal breaks are unpaid and should generally be a time to step away from work.
Employees should make an effort to take their meal break before exceeding the time thresholds outlined in state laws.

Flexibility and responsibility

At Launch, we trust employees to prioritize their own well-being and structure their workday to incorporate necessary rest and meal breaks. While breaks are not monitored, employees are responsible for ensuring they take breaks in compliance with state laws.

If you encounter challenges in taking breaks during your workday, please connect with your manager or HR at hr@launchindustries.biz to discuss potential solutions.

California-resident employees: see the California Addendum for CA's stricter rest and meal break rules.

Workers' compensation and unemployment insurance

At Launch, we are committed to providing a safe and supportive work environment. As part of that commitment, we ensure compliance with all state and federal laws regarding Workers' Compensation and Unemployment Insurance. These programs are designed to protect employees during unforeseen circumstances, such as work-related injuries or job loss.

Workers' compensation

Workers' Compensation is a state-mandated insurance program that provides benefits to employees who sustain job-related injuries or illnesses. For Washington employees, workers' compensation is administered by the Washington State Department of Labor & Industries (L&I).

What's covered?

Medical expenses: Covers the cost of treatment, including doctor visits, surgeries, rehabilitation, and prescriptions.
Lost wages: Provides partial wage replacement if you are unable to work due to a workplace injury or illness.
Disability benefits: Offers compensation for temporary or permanent disabilities caused by a workplace incident.
Vocational rehabilitation: Supports retraining or transitioning to a new role if you're unable to return to your previous job.
Death benefits: In the event of a work-related fatality, provides financial support to dependents.

Reporting a workplace injury or illness

If you experience a work-related injury or illness, you must notify your manager or HR at hr@launchindustries.biz as soon as possible. Timely reporting is critical to ensure your claim is processed appropriately and benefits are provided without delay.

Important notes

Workers' Compensation is a no-fault system, meaning benefits are provided regardless of who was at fault for the injury.
Eligibility and benefits may vary depending on state regulations.

Unemployment insurance

Unemployment Insurance (UI) provides temporary financial assistance to employees who lose their jobs through no fault of their own. This program is designed to help bridge the gap while you search for new employment opportunities. For Washington employees, UI is administered by the Washington Employment Security Department (ESD).

Eligibility

To qualify for Unemployment Insurance benefits, you must:

Be unemployed through no fault of your own (e.g., due to layoffs or business closures).
Have sufficient work history and earnings during a specified base period, as determined by state regulations.
Be actively seeking new employment and available to work.

How to apply

Applications for Unemployment Insurance benefits are submitted to your state's unemployment office. You can typically file a claim online, by phone, or in person. HR can provide guidance or resources if needed.

What's covered?

Weekly payments: Partial wage replacement for a limited period.
Job search support: Many states offer career counseling, job boards, and training programs to assist you in finding new opportunities.

Important notes

Unemployment benefits are temporary and subject to state-specific rules, including the amount and duration of payments. Employees are responsible for meeting eligibility requirements and submitting regular claims to maintain benefits.

Your responsibilities

It's important to understand your rights and responsibilities under these programs:

Workers' compensation: Report any workplace injuries or illnesses immediately to HR or your manager. Follow all medical and administrative steps to ensure timely processing of your claim.
Unemployment insurance: If your employment ends, contact your state's unemployment office to apply for benefits and comply with ongoing requirements.

Launch is dedicated to ensuring that employees are informed about these programs and supported during challenging times. If you have questions about Workers' Compensation or Unemployment Insurance, please contact HR at hr@launchindustries.biz.

Note on other states

California: Launch maintains a separate California Addendum covering FEHA, CFRA, CA PDL, CA Paid Sick Leave detail, CA harassment training, AB 2188, CA final-pay rules, CA wage deductions / Cochran reimbursement, CA voting/witness leave, and CA all-party recording consent. CA-resident employees should read it alongside this core handbook.
Idaho: Idaho does not mandate additional benefits beyond workers' compensation and minimum wage / overtime compliance. Launch ensures compliance with all applicable Idaho law for any Idaho-resident employees.

If you notice any outdated information or typos, or need clarification on any policies, please email hr@launchindustries.biz.

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