HB 1524 Complete Guide
Everything you need to know about Washington State's hotel worker safety law.
Summary
House Bill 1524 (HB 1524), codified as RCW 49.60.515, was signed into law by Governor Jay Inslee in June 2019. The law is designed to protect hotel workers, particularly those who work in isolated conditions like housekeepers, room service staff, janitors, and security guards.
The law requires covered employers (hotels, motels, retail establishments, security guard entities, and property services contractors) to provide panic buttons to isolated workers, enabling them to quickly summon help in case of harassment, assault, or other emergencies.
Penalty Enforcement Begins January 1, 2026
January 1, 2026: The HB 1524 amendment adds civil penalties for non-compliance: up to $1,000 per willful violation, and $2,000-$10,000 for repeat violations.
Only 17% of Employers Are Currently Compliant
According to recent surveys, the vast majority of Washington hotels have not yet implemented compliant panic button systems. With penalties starting January 1, 2026, hotels that delay implementation risk significant fines and legal liability.
Key Provisions
Covered Employers
The law applies to hotels, motels, retail establishments, security guard entities, and property services contractors who employ isolated workers.
Must Protect Isolated Workers
Employers must provide panic buttons to employees who work in isolated conditions — where coworkers cannot immediately respond to an emergency, or who spend 50%+ of work hours without a supervisor present.
Location Tracking Required
The panic button system must enable the employer to identify the location of the employee requesting assistance.
Audible or Sensory Alert
When activated, the panic button must emit a signal that is distinguishable from normal environmental sounds.
Panic Button Technical Requirements
HB 1524 specifies six requirements that all panic button systems must meet:
Portable
The device must be easily carried by the employee throughout their shift.
Simple to Activate
No codes or passwords required — employees must be able to activate instantly in an emergency.
Effective Signal
When activated, the button must provide an effective signal to designated personnel who can respond.
Location Identification
The system must allow the employer to identify the location of the employee who activated the button.
Reliable Function
The device must function reliably in all areas where isolated employees work.
Tamper Resistant
Must minimize inadvertent activation and resist being easily disabled or removed by an attacker.
Legal Implications Under WLAD
Failure to provide panic buttons is classified as an unfair practice under the Washington Law Against Discrimination (WLAD). This means employees have multiple avenues for enforcement:
Human Rights Commission
Employees can file complaints with the Washington State Human Rights Commission, which can investigate and order corrective action.
Civil Lawsuits
Employees may bring civil lawsuits against employers for violations, potentially recovering damages and attorney fees.
Official Language
RCW 49.60.515 (relevant excerpt):
"An employer shall... provide an employee with a panic button if the employee works in an isolated condition..."
"A panic button must: (a) Be capable of immediately notifying the employer... (b) Enable the employer to identify the location of the employee... (c) When activated, emit a signal that is distinguishable from the surrounding environment..."
Penalties for Non-Compliance
- Civil penalties up to $1,000 per willful violation
- Repeat violations: $2,000 to $10,000 per occurrence
- Unfair practice under WLAD — employees can file complaints with Human Rights Commission
- Employees may bring civil lawsuits for violations
- Potential worker compensation claims for preventable incidents
- Reputational damage and negative publicity
Frequently Asked Questions
When do penalties take effect?▼
The original panic button requirements (RCW 49.60.515) have been in effect since 2020. The HB 1524 amendment adds civil penalty enforcement starting January 1, 2026.
Who is considered an "isolated employee"?▼
An employee assigned to work in a location where they cannot reasonably expect another individual to witness or interrupt a threatening situation. This typically includes housekeepers, room service staff, and maintenance workers who enter guest rooms alone.
What are the technical requirements for panic buttons?▼
The law requires panic buttons that are: (1) portable, (2) simple to activate without codes or passwords, (3) capable of providing an effective signal, (4) able to identify employee location, (5) reliable in all work areas, and (6) resistant to tampering or disabling by an attacker.
Do existing safety systems count?▼
Only if they meet all six requirements of HB 1524. Many older systems lack location tracking, are not portable, or require passwords. These will need to be upgraded.
What are the penalties for non-compliance?▼
The Department of Labor & Industries can issue citations and civil penalties up to $1,000 per willful violation, and $2,000 to $10,000 for repeat violations. Failure to provide panic buttons is also an unfair practice under WLAD, allowing employees to file complaints or lawsuits.
What training is required?▼
Employers must train both employees and managers on how to use the panic button system. Employees need to know how to activate the device, while managers must understand how to respond to alerts.
What is the current compliance rate?▼
According to recent surveys, only about 17% of employers are currently in compliance with HB 1524. Hotels that delay implementation risk penalties starting January 1, 2026.
Need Help with Compliance?
Our team can help you understand the requirements and implement a compliant solution.
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