The bill creates a new law by adding two new sections to chapter 49.44 RCW that prohibit employers from requesting, requiring, or coercing any employee or job applicant to have a microchip implanted. It establishes a private civil right of action allowing an aggrieved employee to sue in court and authorizes courts to award injunctive relief, actual damages, punitive damages, and reasonable attorneys' fees and costs to a prevailing employee. The new sections include legislative findings about protecting bodily autonomy and explicitly exclude medically necessary implants when implantation is voluntary and based on informed consent. The bill defines key terms: "employer" to include private employers and state and local government entities, "employee" to include applicants, "microchip" as a subcutaneously implanted device with a unique identifier and retrievable personal information (excluding devices implanted solely for diagnosis, monitoring, treatment, or prevention that only transmit medical-purpose information), and "subcutaneously" as beneath the skin (excluding adhesive or bracelet devices). The text does not specify an effective date, a particular new RCW section number beyond placement in chapter 49.44 RCW, any administrative enforcement agency, any statute of limitations or filing deadlines for civil claims, or any criminal penalties. The bill was first read in the House on January 27, 2026, passed the House on February 14, 2026 (87-6), and passed the Senate on March 3, 2026 (48-0).

If enacted, the law would bar any Washington employer from asking, requiring, or coercing an employee or job applicant to have a subcutaneous microchip implanted and would give employees a private right to sue. Courts could order injunctive relief and award actual and punitive damages plus reasonable attorneys’ fees to prevailing employees, while the bill carves out voluntary, medically necessary implants that only transmit health-related information. Practically, all Washington employers—including state and local governments—will need to stop any policies or practices that seek employee implantation, update HR policies, and expect increased litigation risk, potential damage awards, and legal costs if they violate the rule. Employees and applicants gain an enforceable remedy, and courts and private attorneys will handle cases, but key administration details are unclear from the provided text: no effective date, no administrative enforcement agency, and no specified time limits for filing claims.