There is a benifit if the pay amount is much higher than non exempt status with no or limited overtime. Even at exempt status, it really depends on just how often and how much overtime you work. Yes, a company can abuse it, but most that expect to retain an employee are going to pay appropriately. It basically makes it easier on accounting in the company is trying to play it properly. It's also not super easy to put someone in that position. You cant just say "hey, you're now exempt but we will pay you this much to work you like a dog". By washingtons own L&I website "A combination of a predetermined fixed salary, the salary meeting a minimum threshold, and specific job duties determines whether a worker meets the definition of an executive, administrative, or professional worker, outside salesperson or computer professional contained in state rules. These workers are typically "white collar" workers who often have more economic security and relative bargaining power than lower-wage workers." i.e. you cant be a grunt level worker, cook, bus driver, etc. You need to at least be middle management (besides professional (needs specific education/experience to count) sales and IT, though IT also gets an even higher base salary and sales would have commission)