Exempt threshold: $80,168.40. 2.25× minimum. Equalized in 2026.
Washington's exempt salary threshold is $1,541.70/week ($80,168.40/year) in 2026 — 2.25× the state minimum wage. Both large and small employers pay the same threshold in 2026, the only equalized year in the 8-year ramp. In 2027 the multiplier increases for large employers (50+ WA employees) only, splitting the threshold again. By 2028 all employers reach 2.5× = roughly $89,000/year, then annual indexing only. Workers must also meet a duties test (executive, administrative, professional, computer, outside sales). Misclassification carries substantial WA-specific penalties on top of FLSA.
Exempt Classification Verification
Verifies workers tagged as exempt meet both the salary basis test (2026 = $1,541.70/wk for all employers) and one of the duties tests. Tracks the multi-year ramp through 2028.
What those rules do for exempt workers.
The hero card configuration: Block on below-threshold, Avoid on duties-test patterns, Flag on ramp tracking.
When a manager tags a worker as exempt, Teambridge verifies the salary meets the WA threshold ($1,541.70/week for 2026, all sizes). Below this, the exempt tag fails to save.
When an exempt worker logs hours that suggest non-exempt duties (heavy time-card editing, role-title mismatches), Teambridge surfaces an Avoid indicator for compliance review.
Teambridge surfaces the upcoming threshold changes — 2027 large-employer split, 2028 universal 2.5× target — so operators can plan ahead.
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WAC 296-128-500 — multi-year salary ramp through 2028.
Washington's exempt salary threshold is calculated as a multiplier of the state minimum wage. The multiplier is phasing up from 1.25× (2020) to 2.5× (2028). 2026 is the only year where large and small employers pay the same multiplier (2.25× both); in 2027 they diverge again before reconverging at 2.5× in 2028.
Salary threshold = 2.25× state minimum (2026)
$17.13 × 2.25 × 2,080 = $80,168.40/year, or $1,541.70/week. Both large and small employers pay this threshold in 2026 — equalization between sizes only in this single year.
Duties test requirements
Beyond the salary threshold, workers must perform exempt duties: executive (managing the enterprise, supervising 2+ employees, hire/fire authority); administrative (office or non-manual work directly related to management/general business operations, requires independent judgment); professional (advanced knowledge in field of science or learning); computer (specific software/systems work); or outside sales (away from employer's place of business).
Teambridge verifies salary + duties, tracks the 8-year ramp.
Most misclassification problems come from the duties test, not the salary test — but the salary test is a clear bright line that's easy to enforce automatically.
Threshold checked at classification.
When a worker is tagged exempt, Teambridge verifies the salary meets the WA threshold ($1,541.70/week for 2026). Below this, the exempt tag is blocked at save.
Common misclassifications flagged.
Certain role titles correlate with high misclassification risk (assistant manager, lead, coordinator). Workers in these titles tagged as exempt surface for compliance review.
2027-28 thresholds anticipated.
Teambridge tracks the upcoming threshold changes. In late 2026, workers below the 2027 threshold surface for review or salary adjustment.
Large vs. small classification.
If an employer's WA employee count crosses 50, the size-tier classification updates and the applicable threshold may change. Notification surfaces.
Still evaluating? Get a free Washington compliance audit.
Send us your existing Washington scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Washington-specific exposure ranked by risk and back-pay liability.