Washington employers in certain industries face expanded compliance obligations following amendments to RCW 49.60.515, which took effect on January 1, 2026. The revised statute strengthens protections for isolated workers by expanding requirements for provision of a panic button, training, documentation, reporting, and enforcement, and by authorizing significant civil penalties for noncompliance.
Covered Employers and Covered Work
The amended law applies to employers operating hotels and motels, retail establishments, security companies, and property services contractors, including commercial janitorial companies. But the statute limits coverage to isolated employees working as janitors, security guards, hotel or motel housekeepers, and room service attendants within those industries. Temporary and staffing‑agency workers performing covered work are also covered by the statute.
Coverage is triggered when an employer employs at least one “isolated employee.” Under the amended law, an isolated employee is an employee who works without immediate access to coworkers or supervisors in an emergency, or who spends at least 50 percent of working time alone or without another coworker or supervisor present. Under the statute, “present” means being within the direct line of sight of other personnel of the employer. Workers may still be considered isolated even when coworkers are nearby. For example, housekeepers working in separate hotel rooms near one another remain isolated if they are not within direct line of sight. Practically speaking, the law is designed to protect employees who, due to the nature of their work, would need to call someone for help if in distress because coworkers or supervisors are not able to constantly observe the employee.
Expanded Employer Obligations
The requirement to provide panic buttons to isolated employees remains a central feature of the law, but the amendments clarify and expand employer responsibilities. Employers must now maintain records of panic button purchase and use and must make those records available to L&I upon request. Employers must also train employees and supervisors on panic button use and response procedures.
To be compliant, a panic button must be portable, simple to activate without delay, capable of transmitting an effective emergency signal, and able to accurately identify the employee’s location while summoning immediate on‑scene assistance. “Immediate” on‑scene assistance means that help is provided within a reasonable amount of time to determine whether an emergency is occurring, to rule out equipment failure, and, if necessary, to summon emergency services. Assistance may be provided by trained representatives of the employer, including managers or supervisors, security guards, or, where appropriate, other workers whose training, experience, and qualifications enable them to respond effectively to emergencies. For example, CPR-trained employees. Audible alarms may qualify as panic buttons only if responders can reliably hear the alarm and accurately locate the employee. Employers must cover all costs associated with providing panic buttons, including purchase, maintenance, and replacement.
In addition, covered employers must continue to maintain a written sexual harassment policy addressing reporting procedures, investigations, and protections against retaliation. The 2026 amendments reinforce this obligation by linking it to expanded training and documentation. Employers are required to provide mandatory training to managers, supervisors, and isolated employees covering the prevention of sexual harassment, sexual assault, and sexual discrimination, as well as employee protections for reporting violations of law. The training must also address how isolated employees use panic buttons and how managers and supervisors must respond when those devices are activated. Finally, employers must document the training provided and maintain records demonstrating completion.
Enforcement and Penalties
The amendments expand L&I’s enforcement authority. The agency must investigate complaints or suspected violations of the law and may issue citations for willful violations. Civil penalties start at $1,000 per willful violation and increase to between $2,000 and $10,000 per violation for repeat willful offenders. While penalties may be reduced or waived if corrective action is taken, employers who fail to timely produce records during an investigation may be barred from relying on those records in any appeal.
Next Steps
Given the expanded scope of the law and L&I’s enhanced enforcement authority, covered employers should review existing harassment policies, identify covered isolated employees, confirm that panic button systems have been provided and meet statutory requirements, update training and documentation practices, and prepare for potential audits or investigations.
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