Washington Overtime Exempt Salary Threshold 2026: ,168.40 Guide
Quick answer: For 2026, Washington employers generally must pay executive, administrative, and professional employees at least $1,541.70 per week, or $80,168.40 per year, and satisfy the applicable duties test to claim the state exemption.
The 2026 threshold
Washington’s state minimum wage is $17.13 per hour in 2026. The salary threshold for all employer sizes is 2.25 times the state minimum wage based on a 40-hour week.
- Weekly threshold: $1,541.70
- Annual equivalent: $80,168.40
- Hourly computer-professional threshold: $59.96
Salary alone is not enough
The employee must also satisfy the relevant executive, administrative, professional, computer, or outside-sales duties test. Job titles and job descriptions do not control when actual duties are different.
Federal versus Washington law
The restored federal threshold is generally $684 per week. Washington employers must follow the more protective applicable standard. An employee earning $1,000 per week may exceed the federal threshold but remain nonexempt under Washington law.
Bonuses and benefits
Washington guidance states that bonuses, commissions, and benefits are not salary and do not count toward the state salary threshold. This differs from limited federal rules allowing certain nondiscretionary payments to satisfy part of the federal threshold.
Part-time employees
The Washington salary threshold generally cannot be prorated for part-time work. A part-time employee must still meet the full weekly threshold and duties test to qualify for the exemption.
Employer options
- Raise salary to the state threshold and confirm duties.
- Reclassify the employee as nonexempt.
- Track all hours worked.
- Pay overtime after 40 hours.
- Adjust workload or schedule.
- Review local minimum-wage effects on nonexempt pay.
Example
A Washington office employee receives $70,000 per year and performs qualifying administrative duties. The salary is below the 2026 state threshold, so the employee generally cannot be treated as exempt under the state EAP rules even if the federal salary threshold is satisfied.
Frequently Asked Questions
What is Washington’s 2026 exempt salary threshold?
$1,541.70 per week or $80,168.40 per year.
Does the threshold apply to small employers?
Yes. In 2026, the stated 2.25 multiplier applies to employers of all sizes.
Can bonuses count toward the threshold?
Washington guidance says bonuses, commissions, and benefits do not count as salary for the state threshold.
Can the threshold be prorated for part-time employees?
No. The weekly threshold generally cannot be prorated.
What is the 2026 hourly computer rate?
$59.96 per hour for qualifying computer professionals paid hourly.
Related Overtime Guides
- federal salary threshold
- salaried nonexempt overtime
- bonus and commission rules
- salary misclassification back pay
- 2026 minimum wage changes
Official Sources
- Washington L&I — Changes to Overtime Rules
- Washington L&I — 2026 Wage and Salary Thresholds
- Washington L&I — Overtime Rules Resources
This article is for general educational purposes and is not legal, tax, accounting, or payroll advice. Federal, state, local, contractual, and industry-specific rules may produce a different result.
This calculator is for educational purposes only. Consult your employer or a labor attorney for advice specific to your situation.