Washington Overtime-Exempt Salary Threshold Calculator
Verify compliance with Washington State's overtime exemption salary thresholds under WAC 296-128-545. Calculates 2026 statutory parity ($1,541.70/week, $80,168.40/year), projected 2027 schedules ($1,595.70/week), computer professional hourly exemptions under WAC 296-128-535, and highlights mandatory duties test standards.
Washington Overtime-Exempt Salary Threshold Calculator (WAC 296-128-545)
Verify whether an employee’s compensation satisfies Washington State’s overtime exemption salary threshold under RCW 49.46.010(3)(c) and WAC 296-128-545. In 2026, both small and large employers reached statutory parity at 2.25 times the state minimum wage ($1,541.70/week or $80,168.40/year). In 2027, small employers (1–50) remain at 2.25x ($1,595.70/week or $82,976.40/year), while large employers (51+) step up to 2.5x ($1,773.00/week or $92,196.00/year).CRITICAL LEGAL PRINCIPLE: Meeting the salary threshold alone DOES NOT make an employee exempt. The employee must also independently pass the statutory executive, administrative, professional, or computer employee duties test.
Enter salary details and year, then click Verify Exemption Threshold.
Washington Overtime-Exempt Salary Thresholds & Duties Tests
Review the complete statutory phase-in schedule under WAC 296-128-545, 2026 parity calculations, computer professional hourly exemptions under WAC 296-128-535, and the executive, administrative, and professional duties tests required for lawful exemption.
Washington Overtime Exemption Law & Salary Phase-In
The 2026 Parity Benchmark ($1,541.70/wk)
Under the phased overtime rule implemented by Washington L&I in 2020 (WAC 296-128-545), small employers and large employers reached complete parity on January 1, 2026 at 2.25 times the statewide minimum wage ($17.13 × 40 × 2.25 = $1,541.70/week or $80,168.40/year).
Independent Duties Test Requirement
Washington law is explicit: salary level alone cannot exempt an employee from overtime. Under RCW 49.46.010(3)(c), the worker must satisfy the executive, administrative, or professional duties test. If an employee earning $100,000 performs primarily routine, non-exempt work, they remain non-exempt.
Computer Professional Exemption (WAC 296-128-535)
Eligible systems analysts, software engineers, and computer programmers may be paid on an hourly basis rather than a salary, provided their hourly pay is at least 3.5 times the statewide minimum wage ($59.96/hour in 2026; $62.06/hour in 2027) and their duties satisfy the statutory computer duties test.
Salary Basis Protection (WAC 296-128-532)
To remain exempt, salaried employees must receive a predetermined amount each pay period that cannot be reduced based on the quality or quantity of work performed. Improper partial-day pay deductions can destroy the salary basis and eliminate the exemption across entire classifications.