Washington and Oregon Immigrant Worker Protections

With heightened federal immigration enforcement activity across the Pacific Northwest, employers should be prepared for the possibility of an unannounced U.S. Immigration and Customs Enforcement (ICE) worksite visit. While federal law governs employment verification, Washington and Oregon impose additional state-level requirements that shape how employers must respond to ICE worksite activity.  

Now is the time to prepare for potential law enforcement contact at the workplace by reviewing internal procedures, ensuring that staff understand their responsibilities, and confirming that the organization is following proper protocols. Clear processes, a trained point of contact, and an understanding of state-specific requirements can significantly reduce operational disruption and legal risk during an ICE enforcement event. 

Washington 

Washington employers are subject to both existing statutory protections for immigrant workers and pending legislation that would further expand employer obligations.  

Paid Sick Leave for Immigration Proceedings (HB 1875) 

Effective July 27, 2025, House Bill 1875 expands Washington's sick leave law to allow employees to use accrued paid sick leave to prepare for or participate in judicial or administrative immigration proceedings involving themselves or a family member. 

Employers must accept verification from attorneys, advocates, clergy, or a written statement from the employee, and any documentation provided may not disclose immigration status or related personally identifiable information. Employers may also not discipline, retaliate, or take adverse action against employees for using paid sick leave for this purpose.  

Worksite Enforcement and Record Access 

Washington law already limits employers' voluntary cooperation with federal immigration enforcement in certain circumstances. While employers must comply with valid federal notices and subpoenas, state law restricts voluntary access to non-public work areas and certain employee records without proper legal authority.  

Employers should understand the critical distinction between: 

• Judicial warrants, which are signed by a judge and may authorize access to non-public areas; and  
• Administrative ICE warrants, which do not grant authority to enter non-public spaces

Confusing the two during a worksite visit is a common compliance risk. Employers are encouraged to designate a trained, authorized representative to review all enforcement documents, coordinate with legal counsel, and manage any interaction with immigration enforcement agents at the workplace.  

Pending Legislation: Immigrant Worker Protection Act (SB 5852) 

Senate Bill 5852, currently under consideration in the 2026 Washington legislative session, would significantly expand worker protections if enacted. While the bill is still moving through the legislative process, employers should be aware of its proposed requirements, which include: 

• Employer notice obligations to workers upon receipt of a federal notice of inspection and upon receipt of inspection results; 
• Prohibition on voluntarily consenting to a federal agency's access to worker records without a subpoena or judicial warrant; 
• Expand anti-retaliation protections for workers during I-9 inspections; and 
• A new mandatory, multilingual worker rights poster issued by the Washington Attorney General.

This legislation would also introduce civil penalties and enforcement mechanisms for noncompliance, increasing the importance of proactive planning and coordination. Archbright is monitoring SB 5852 closely and will provide updates on its progress and implications.  

Oregon 

Oregon employers are also already subject to robust statutory protections governing immigration-related workplace activity.  

Oregon law prohibits employers from retaliating against workers by threatening to call ICE or by taking action related to immigration status or enforcement activity. Employers have the right to deny ICE access to non-public work areas unless agents present a valid judicial warrant.  

I-9 Inspection Notice Requirements (ORS 652.752) 

When an employer receives a federal agency request to inspect Form I-9 records, Oregon law requires that the employer must also notify employees within 3 business days. The notice must: 

• Be provided in writing and posted in multiple languages 
• Include a copy of the federal inspection notice 
• Describe the date and scope of the inspection 
• Provide a hotline number for immigrant and refugee worker support

These notice requirements are designed to ensure transparency and protect workers from surprise enforcement actions. 

Recommended next steps for Employers 

Employers operating in Washington and Oregon are encouraged to take the following steps now to remain compliant and prepared: 

1. Review and update sick leave policies to ensure they reflect Washington's expanded sick leave protections for immigration proceedings. 
2. Conduct an internal audit of I-9 records and confirm compliance with federal requirements, while understanding state limitations on information sharing. 
3. Conduct an internal assessment on the likelihood of ICE enforcement activity at the organization based on industry and then, with immigration counsel support develop or update an ICE Workplace Response Action Plan, including clear procedures and a trained designated representative, and ensure supervisors and frontline staff know how to access and follow the plan if agents arrive at the worksite. 

The mozzo Resource Library contains an ICE Workplace Response Action Plan template, a sample Washington-updated Sick Leave Policy, and a step-by-step I-9 resource. Archbright also offers I-9 audit services for members—please contact your Account Manager for details or to schedule support. Employers requiring additional support are encouraged to consult with qualified immigration counsel.