Washington
Rights Navigator
Demystifying at-will employment and protecting the voices of Washington workers.
The "At-Will" Boundary
While Washington is an at-will state, federal and state laws create mandatory exceptions. You cannot be terminated for "concerted" discussions regarding your paycheck, safety, or manager behavior.
"Your voice is protected when it's part of a group effort to improve the workplace."
Termination Categorization
Am I Protected?
Evaluate your situation with our legal-logic engine.
Case Analysis
Please select your variables on the left. The engine will determine if your activity qualifies for protection under Section 7 or WA Public Policy.
NLRB Protected Speech Topics
Click on a bar to explore why specific topics receive varying levels of federal protection.
Explore Topics
Use the chart to select a category. We will display the legal precedent and specific employee rights for that domain.
Washington Exceptions
Beyond the federal shield, Washington courts enforce "Public Policy" mandates that override the at-will doctrine.
Refusing Illegal Acts
It is illegal to fire an employee for refusing to break the law. Whether it's ignoring safety protocols or falsifying financial reports, your refusal to participate in illegal conduct is a protected act in WA.
Performing Public Duties
Society functions because citizens participate. You cannot be penalized for reporting for Jury Duty, giving testimony in court, or performing other civic duties mandated by law.
Exercising Legal Rights
Filing for Worker's Compensation or using legally protected Paid Family Medical Leave (PFML) are statutory rights. Terminating an employee for exercising these is a public policy violation.
Whistleblowing
Reporting employer wrongdoing to the proper authorities ensures market integrity and public safety. Whistleblowers are protected from retaliatory "at-will" terminations.
Actionable Intelligence
Document the timeline and save non-proprietary proof.
Verify the activity involved 2+ coworkers (Concerted).
File with the NLRB within the 6-month statutory limit.
Ethical Case Review
Unsure if your firing was ethical or legal? Our team specializes in fair employment analysis.
ethics@councilforfaire.com