If you're asking about employer-provided sick leave, that will depend on the employer. If you're asking about FMLA, I found this: https://docs.google.com/viewer?url=https%3A%2F%2Fpaidleave.wa.gov%2Fapp%2Fuploads%2F2021%2F08%2FPatient-and-Family-guide-V.8-FINAL.pdf

>A definition of a “serious health condition” is provided by law (RCW 50A.05.010), and it is at the discretion of a healthcare provider to make an initial decision about whether your or your family member’s condition meets that definition.
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>• A serious health condition could include an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; continuing treatment by a health care provider; incapacity due to pregnancy or for prenatal care; incapacity for some chronic serious health conditions, and more.
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>• Things that would not be included are the common cold, routine dental work, headaches that are not migraines and earaches.
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>• More information can be found at paidleave.wa.gov/healthcare-providers.

So it sounds like if a healthcare provider can confirm that your family member has a 'serious health condition' that requires you to care for them, it would qualify.

The law (RCW 50A.05.010) defining 'serious health condition' isn't super easy to parse but this seems like the relevant section:

>A serious health condition involving continuing treatment by a health care provider includes any one or more of the following:
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>(A) A period of incapacity of more than three consecutive, full calendar days, and any subsequent treatment or period of incapacity relating to the same condition, that also involves:
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>(I) Treatment two or more times, within thirty days of the first day of incapacity, unless extenuating circumstances exist, by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services, such as a physical therapist, under orders of, or on referral by, a health care provider; or
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>(II) Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider;
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>(B) Any period of incapacity due to pregnancy, or for prenatal care;
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>(C) Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic serious health condition is one which:
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>(I) Requires periodic visits, defined as at least twice a year, for treatment by a health care provider, or by a nurse under direct supervision of a health care provider;
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>(II) Continues over an extended period of time, including recurring episodes of a single underlying condition; and
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>(III) May cause episodic rather than a continuing period of incapacity, including asthma, diabetes, and epilepsy;
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>(D) A period of incapacity which is permanent or long term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider, including Alzheimer's, a severe stroke, or the terminal stages of a disease; or
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>(E) Any period of absence to receive multiple treatments, including any period of recovery from the treatments, by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for: (I) Restorative surgery after an accident or other injury; or (II) a condition that would likely result in a period of incapacity of more than three consecutive, full calendar days in the absence of medical intervention or treatment, such as cancer, severe arthritis, or kidney disease.

I found those links here: https://paidleave.wa.gov/help-center/ Good luck!

I encourage you to look into paid family and medical leave

FMLA requires that they at least give you time off.

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Regular sick leave, Paid Family and Medical Leave, or FMLA? Sometimes the relationship of the family member to you makes a difference too. More info is needed.

If you have an HR person at work I’d start with them.

FMLA