The employer’s role in WA Cares

The WA Cares Fund makes it possible for more than 3 million Washington workers to earn affordable long-term care coverage they can use later in life. Workers with disabilities and younger workers who unexpectedly need care can also use their WA Cares benefits to get help now. WA Cares will be a key resource for working caregivers whose loved one has earned benefits by paying them for their time or providing respite care and other supports.

Withhold premiums

Employers are not required to pay WA Cares premiums on their employees’ behalf, but they need to collect payments from employee paychecks. The premium is calculated as a flat rate of 0.58% of an employee’s gross wages, not including tips. The wages used to determine WA Cares premiums are the same as those used for Paid Family and Medical Leave (Paid Leave).

Report and pay quarterly

As a Washington employer, you are required to report your employees’ wages and hours and pay premiums every quarter. You collect premiums from Washington employees the same way you do for Paid Leave and you report for both Paid Leave and WA Cares at the same time, on the same report. You don’t pay any share of WA Cares contributions for your employees; you may, however, elect to pay some or all of your employees' share on their behalf.

When you or your payroll administrator choose a label for the WA Cares Fund premium on your employees’ paychecks, we encourage you to use “WA Cares Fund” or “WA Cares LTC.” This helps ensure employees who want more details know the name of the program and can easily find more information online.

Need more info on reporting? Check out this helpful info from Paid Leave. WA Cares reporting is fully integrated with Paid Leave for your convenience.

Manage exemptions

All working Washingtonians participate in WA Cares, but some of your employees may choose to apply for an exemption. It’s the employee’s responsibility to apply and – if approved – to notify you (their employer) and provide you with a copy of their approval letter from ESD.

Certain exemptions are permanent while others are conditional upon the employee continuing to meet the requirements of the exemption. The employee must notify you of any changes to their exemption status and failure to do so can result in required back-payment of premiums (paid by the employee) and additional penalties.

Those who can currently apply for an exemption include:

• Veterans with a 70% service-connected disability rating or higher
• Spouses and registered domestic partners of active-duty service members in the US armed forces
• People who live outside of Washington
• Workers with a non-immigrant work visa

Starting in January, those with non-immigrant work visas will be automatically exempt. Read FAQs about exemptions to learn more. 

For more information about employer responsibilities, watch the replay of our July webinar, WA Cares Conversations: What Employers Need to Know.