Wrongful Termination in Washington
Reviewed by DocDraft Legal Team - Washington - Last updated November 12, 2026
Wrongful termination in Washington includes a tort for wrongful discharge in violation of public policy, which Washington courts recognize as an exception to at-will employment. Washington Law Against Discrimination complaints to the Human Rights Commission must be filed within six months after the alleged act of discrimination, with longer periods for some complaints, and the law covers employers of 8 or more employees. Any person injured by a violation also has a civil action in court. Final wages are due at the end of the established pay period.
Find out where you stand in Washington
DocDraft provides document preparation, not legal advice.
What counts as wrongful termination in Washington?
Washington employment is at-will absent a definite contract, but Washington courts recognize a tort for wrongful discharge in violation of public policy, including firings for refusing to commit an illegal act, performing a public duty, exercising a legal right or whistleblowing. A firing is also wrongful when it breaks a statute, such as the Law Against Discrimination.
Where do you file a discrimination complaint in Washington, and by when?
File with the Washington State Human Rights Commission within six months after the alleged act of discrimination (longer for some complaints), if your employer has 8 or more employees. EEOC charges (15+ employees, 20+ for age) are due within 300 days from the date of harm.
Can you bring a court case under the Washington Law Against Discrimination?
Any person who believes they were injured by a violation of the Law Against Discrimination has a civil action in a court of competent jurisdiction (RCW 49.60.030(2)). Confirm whether you must file with the Commission first and which deadline applies to your claim before it passes. Attorney review is available.
When is your final paycheck due after being fired in Washington?
When an employee stops working for an employer, by discharge or voluntary withdrawal, the wages due must be paid at the end of the established pay period (RCW 49.48.010). If it is late, put your request in writing, keep a copy with your pay stubs and records of your hours, and note the date you asked.
Washington wrongful termination rules
Washington gives fired workers a short agency window and a separate court action. Complaints to the Washington State Human Rights Commission must be filed within six months after the alleged act of discrimination, with longer periods for some complaints, and the Law Against Discrimination covers employers of 8 or more employees for that process. Any person injured by a violation also has a separate court action under RCW 49.60.030(2). Washington courts recognize a tort for wrongful discharge in violation of public policy, covering firings for refusing to commit an illegal act, performing a public duty, exercising a legal right, or whistleblowing. A safety-retaliation complaint is due within 90 days after the violation. Final wages are due at the end of the established pay period.
Relevant Laws
RCW 49.60.230 (Commission complaint deadline)
A complaint must be filed within six months after the alleged act of discrimination.
RCW 49.60.030 (civil action)
Any person injured by a violation shall have a civil action in a court of competent jurisdiction.
RCW 49.17.160 (safety retaliation)
A complaint may be filed with the director within 90 days after the violation occurs.
RCW 49.48.010 (final wages)
Wages due are paid at the end of the established pay period after discharge.
Regional Variances
Washington wrongful termination rules
At-will status
At-will absent a definite contract.
Recognized exceptions
Wrongful discharge in violation of public policy (refusing an illegal act, public duty, legal right, whistleblowing), statutory claims, and contract claims.
State agency and law
Washington State Human Rights Commission; Washington Law Against Discrimination, RCW 49.60.
Agency filing deadline
Within six months after the alleged act of discrimination, with longer periods for some complaints (RCW 49.60.230(2)).
EEOC charge deadline
300 days from the date of harm (EEOC Seattle office), for employers with 15 or more employees, or 20 or more for age.
Employer size covered
8 or more employees (RCW 49.60.040).
Whistleblower and retaliation law
RCW 49.17.160: safety retaliation complaint within 90 days after the violation; public-policy tort covers whistleblowing.
Deadline to sue
Civil action in court for any person injured by a violation (RCW 49.60.030(2)); confirm the deadline for your claim.
Final paycheck
At the end of the established pay period (RCW 49.48.010).
Suggested Compliance Checklist
Request your final pay in writing
End of the established pay period days after startingWashington requires the wages due at the end of the established pay period. If they are late, send a written request for the exact amount owed.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File with the Human Rights Commission
6 months (state); 300 days (EEOC) days after startingFor employers of 8 or more, file within six months after the act. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days.
Confirm the WLAD suit deadline
Before your claim's limit days after startingA civil action is available under the Law Against Discrimination; confirm the deadline that applies to your claim.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Washington requires the wages due at the end of the established pay period. If they are late, send a written request for the exact amount owed. | final-paycheck-demand-letter | End of the established pay period |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File with the Human Rights Commission | For employers of 8 or more, file within six months after the act. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days. | - | 6 months (state); 300 days (EEOC) |
| Confirm the WLAD suit deadline | A civil action is available under the Law Against Discrimination; confirm the deadline that applies to your claim. | - | Before your claim's limit |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
Other Washington guides
Adult Guardianship in Washington
Adverse Possession in Washington: Ten Years, or Seven If You Paid the Taxes
Antiharassment Protection Orders in Washington: One Chapter, Six Order Types, and a Permanent Option
Asset Protection Planning in Washington (2026)
Dealing With Debt Collectors in Washington (2026)
Delinquent Property Taxes in Washington: A Certificate Filed in Superior Court, and a Cutoff the Day Before the Auction
Ready to Draft Your Document?
Get AI-powered legal documents with attorney review included. Plans start at $39.99/mo.
Get Started