During the February 2024 special election, voters in the City of Renton, near Seattle, adopted a new minimum wage for anyone performing work inside the city limits of Renton, effective July 1, 2024.
Renton essentially adopted the Tukwila Minimum Wage Ordinance which Tukwila voters passed in 2022. For details on the rules that now apply to Tukwila and will apply to Renton as of July 1, 2024, please see our detailed blog post here: Washington Update: Tukwila Passes Higher Minimum Wage and Scheduling Requirements, with Expansive Penalties and a Longer Time Period to File Claims.
What this Means for Employers with Employees Working in Renton City Limits
The primary requirements of the new Renton wage ordinance include the following:
- Minimum wage greater than the state’s minimum wage, which in 2024 will be $20.29 for large employers (500+ employees worldwide, including in franchise networks) and $18.29 for mid-sized employers (15-499 employees or $2 million in gross revenues);
- Small employers with fewer than 15 employees world-wide (including with franchise networks) and less than $2 million in gross revenues are not covered by the ordinance;
- Mid-sized employers will continue to have a lower wage rate until July 1, 2026, at which time all covered employers must pay at least the same minimum wage rate;
- The minimum wage will increase each year for inflation (check minimum wage yearly);
- All tips and service charges must go to the employee, unless the service charge is explicitly published to customers as belonging to the employer;
- Employers must offer more hours to part-time employees before hiring new employees or engaging temp workers;
- Any adverse employment action occurring within 90 days of an employee’s complaint about wages or exercising rights under the ordinance is presumed to be retaliation; and
- Employee records must be kept for at least five years.
For more details, please refer to our prior blog post on the Tukwila ordinance, linked above.
The legal issues impacting workplaces are ever changing (Employment Law in Motion!), and since publication, new or additional information not referenced in this blog post may be available.
This article is provided for informational purposes only—it does not constitute legal advice and does not create an attorney-client relationship between the firm and the reader. Readers should consult legal counsel before taking action relating to the subject matter of this article.
