The King County Board of Health has approved new rules requiring certain food establishments to display signs indicating whether they have unresolved labor violations. These changes will take effect in August 2026.
Below is a summary of the new rule and resources on how to ensure compliance with applicable labor laws.
Board of Health Legislation
In BOH25-02, the King County Board of Health (“Board”) implemented new regulations “intended to help prevent food-borne illnesses and increase compliance with the King County food code by conducting more frequent inspections based on notification of noncompliance with financial obligations resulting from employment-related enforcement actions.”
Pursuant to its authority under RCW 43.20.050 and 70.05.060, the Board now requires certain employers to post a placard with information regarding the establishment’s noncompliance with financial obligations. These requirements only apply to general food service establishments, bakeries, mobile food units, meat/fish establishments, and catering operations.
Under the new rules, "noncompliant with employment-related financial obligations" means a final settlement or judgment “resulting from an action by the state or any local government to enforce state or local laws related to worker wages, overtime pay, and working conditions, which include paid sick leave.” Importantly, the requirement is only triggered after a final determination has been reached and after the initial appeal has been exhausted, once the establishment is “in collections for or […] in default with the requirements of said final settlement or judgment.”
These placards must be displayed next to the food safety signs already required by the Board. As a reminder, these signs must be placed conspicuously in a window or other display within five feet of the main public entrance or entrances, or in another conspicuous location as determined or directed by a health officer.
When an employer is no longer considered noncompliant under the above definition, due to either initiation of payment or subsequent appeal, it must notify the Board. At that time, the establishment may remove the placard.
Complying with Applicable Laws
Seyfarth’s Seattle office has recently published various updates on how to comply with both current and upcoming state and local laws, including:
- “Upcoming Washington State Legislative Changes You Need to Know,” August 27, 2025 – Patrick Joyce
- “10 New Bills Go Into Effect in July for Washington State Employers,” June 24, 2025 – Nick Gillard-Byers and Kirsten Parris
- “New Walkaround Rule Welcomes Unions into Private Workplaces,” January 28, 2025 – Patrick Joyce and Kirsten Parris
- “Court of Appeals Issues New Ruling on Penalties for Missed Breaks, New Filings Increasing,” November 25, 2024 – Nick Gillard-Byers and Lauren Parris Watts
- “Washington Increases Minimum Wage and Salary Thresholds for Exemption and Non-Competes,” October 28, 2024 – Emma Kazaryan and Tom Wybenga
