Washington House Bill 2411: What Public Employers Need to Know About the Expanded Shared Leave Program

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Patricia Tsipras

May 22, 2026

Washington State continues to refine its employment laws to address evolving workplace needs.  The recently passed House Bill 2411 (HB 2411) modifies the state’s shared leave program, expanding its scope to include new qualifying circumstances for leave donation.

This article provides an overview of the law, its implications for employers, and key takeaways to help your organization prepare for compliance.

What Is Washington House Bill 2411?

 HB 2411, effective June 11, 2026, amends Washington’s shared leave program to allow state employees to donate their accrued leave to colleagues facing specific hardships.

By way of background, Washington’s shared leave program allows state employees to donate their accrued annual leave, sick leave, or personal holidays to colleagues who have exhausted their own leave due to qualifying circumstances.  These circumstances previously included severe illness, pregnancy-related disabilities, parental leave, and domestic violence leave.

HB 2411 introduces two new qualifying circumstances under which employees may receive shared leave:

1. Victims of a hate crime, as defined by state law
2. Employees involved in immigration enforcement actions, including those whose family members are affected

The program is designed to provide relief without significantly increasing costs to the state.

Key Employer Takeaways

Two New Qualifying Circumstances

Employees who are victims of a hate crime are now eligible for shared leave.  The law references existing state definitions of hate crimes to ensure clarity and consistency.

Employees affected by immigration enforcement actions, including those involving their relatives or household members, also may qualify.  HB 2411 broadens the definition of “relative” or “household member” to include a wide range of family relationships, such as children, grandparents, siblings, and spouses.

Verification and Confidentiality Requirements

Public employers may verify an employee’s eligibility for shared leave under these new circumstances but must protect the confidentiality of the employee’s situation.  Acceptable forms of verification include documentation from specific individuals or entities, or a written statement from the employee.

Existing Leave Donation Mechanics

Employees may donate accrued leave to eligible colleagues, but they must retain at least 10 days of leave for their own use

Recipients may not receive more than 522 days of shared leave in total, unless an exception is authorized by a supervisor.

Donated leave is a gift, and recipients are not required to repay the value of the leave used.

Implications for Public Employers

Public employers in Washington must take proactive steps to align their policies and practices with the requirements of HB 2411:

• Update Leave Policies: Review and revise your shared leave policies to incorporate the new eligibility criteria and verification requirements outlined in HB 2411.
• Train HR Teams: Ensure that human resources personnel are trained on the new provisions, including the importance of maintaining confidentiality regarding employees’ immigration status and related information.
• Communicate with Employees: Inform your workforce about the expanded shared leave program and the protections available under HB 2411.
• Monitor Leave Usage: Implement procedures to track shared leave usage and ensure compliance with the 522-day cap and other program parameters.

The author of this article, Patricia Tsipras, is a member of the Bar of Pennsylvania.  This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice in Pennsylvania, Washington, or any other jurisdiction, nor does it establish an attorney-client relationship with any reader of the article where one does not exist.  Always consult an attorney with specific legal issues.