Washington law gives most workers the right to rest breaks, meal periods, and paid sick leave. These rules are not optional. When an employer does not provide required break time, or does not pay when break time must be paid, the issue can become a wage-and-hour violation. Washington also protects workers from retaliation for using paid sick leave and asserting their rights. 

The federal Worker Adjustment and Retraining Notification (WARN) Act is designed to give workers advance warning when a large layoff or shutdown is coming, so they have time to plan, seek new work, or pursue retraining. In general, covered employers must provide at least 60 days’ written notice before certain mass layoffs or plant closings.

Here are the WARN act notices from California, Colorado, Illinois, Oregon, New York, and Washington, posted to state databases in January 2026.

Today, February 10th, the opinion of the Connecticut Supreme Court in Del Rio v Amazon.com Services was published, stating that Connecticut requires all “hours worked” to be paid and compensated. This means that time spent by workers undergoing end of shift security checks must be paid, the issue presented in the case.  Employers frequently set up pay clocks prior to the security screens, so workers punch out prior to undergoing security checks. As a result, the time is unpaid. The Connecticut Supreme Court concluded that it was undisputed that defendants were making workers undergo security checks, they were doing so on the premises, and that they were in control of the worker. As a result, the time must be paid.  The Connecticut Case:  Security Screens After Each Shift  The plaintiffs worked at a fulfillment center in North Haven and Windsor. The employer required employees to pass through anti-theft screening that could include metal detectors, X-ray screening of bags, and potential secondary screening. According to case records, security screen times could take only seconds, or could take up to 10–20 minutes.  Employees clocked in at clocks located inside the building after entering, to start a shift. At the end of a shift, employees would clock out, then proceed through the exit screening process. The case was filed as a class action.  Connecticut Supreme Court: You Must Pay for Mandatory Security Screening Time  The Connecticut Supreme Court held that time employees spend on the employer’s premises waiting to undergo, and undergoing, mandatory security screenings are “hours worked” under Connecticut wage law. They also found that Connecticut law does not recognize a “de […]

As of January 1, 2026, Minnesota moved away from flexible “adequate” and “sufficient” break language and replaced it with minimum times, plus employee remedies if breaks aren’t allowed.

If you’re an employee working in Minnesota, see below on what has changed.  You are now entitled to these meal and rest breaks if you work in the state of Minnesota, even if your employer is headquartered in another state, or if you live in another state and travel in to Minnesota to work.