For separations occurring on or after July 7, 2024, and before July 8, 2029:

1. (1) General rule. To establish good cause for leaving work voluntarily because the care for a child or vulnerable adult in your care is inaccessible, you must demonstrate that:

   1. (a) You left work primarily because of such caregiving inaccessibility;
   2. (b) The caregiving inaccessibility made it necessary for you to leave work;
   3. (c) You terminated your employment status and are not entitled to be reinstated to the same position or a comparable similar position; and

   4. (d) You made reasonable efforts to preserve your employment prior to leaving work, including:

      1. (i) Requesting changes in working conditions; changes to your work schedule that would accommodate the caregiving inaccessibility; or a leave of absence, notifying your employer of the reason(s) for the leave of absence before the date you begin the leave of absence; and
      2. (ii) Asking to be reemployed when you are able to return to work. (You are not required to request reemployment after the job separation has occurred to establish good cause.)
2. (2) Exception. You may be excused from pursuing reasonable alternatives prior to leaving work as required by subsection (1)(d) of this section if you can show that doing so would have been a futile act.

[Statutory Authority: RCW 50.12.010, 50.12.040, 50.20.050, and 2023 c 240. WSR 24-17-054, § 192-150-066, filed 8/15/24, effective 9/15/24.]