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Recruiting: Washington

Recruiting requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Jessica Sussman


  • Employers that opt to rely on employee referrals exclusively should keep in mind that doing so may violate federal and Washington state antidiscrimination laws. See Methods and Sources.
  • The Washington Law Against Discrimination (WLAD) is much broader than federal law in terms of the classes it protects, and applies to employers with eight or more employees. See Washington Law Against Discrimination.
  • Washington State's Human Rights Commission provides examples of the type of language employers should avoid in job advertisements and notices. See Discriminatory Advertising.
  • A narrow exception to the prohibition against discrimination applies to jobs in which there is a bona fide occupational qualification (BFOQ) for the position. See Bona Fide Occupational Qualifications.
  • English-Only rules in the workplace may only be implemented if the rule is necessary for safe operation in the job and for direct customer service to people who speak English. See English-Only Rules.
  • Private employers may grant a hiring preference to honorably discharged veterans and the spouses of veterans with a service connected permanent and total disability. See Veterans Preference.
  • Washington employers may not recruit or hire minors for certain positions that are deemed hazardous. See Underage Workers.