AlabamaWage & HourEffective July 1, 2026
Alabama Employers Must Provide Written Pay & Benefits Notice at Hire (July 1)
Effective July 1, 2026, Alabama employers must provide new hires with a written explanation of the regular pay period, all pay rate types, deductions and contributions, allowances claimed toward minimum wage, employer-provided benefits, and all payroll codes with descriptions. Additionally, noncompete agreements executed on or after July 1, 2026 will be unenforceable if an employer discharges an employee without cause and fails to provide the severance or monetary payment disclosed at the time the covenant was signed. Employers should update onboarding documentation and review noncompete practices before July 1, 2026.
ArkansasWage & HourEffective January 1, 2026
Arkansas Bans Employer Training Repayment Agreements Effective 2026
Arkansas enacted a law prohibiting employers from requiring workers to reimburse training costs upon separation of employment, including clawback clauses and training repayment agreement provisions (TRAPs). Employers must review and remove any such provisions from offer letters, employment contracts, and policies. Violations expose employers to the greater of actual damages or $5,000 per worker, plus attorney's fees and injunctive relief, with the law taking effect in 2026.
ColoradoDiscriminationEffective June 30, 2026
Colorado AI Act Takes Effect June 30, 2026 for High-Risk Employment AI
Colorado's Artificial Intelligence Act becomes effective June 30, 2026, requiring employers who deploy high-risk AI systems in employment decisions (screening, hiring, promotion) to implement risk-management programs, conduct annual impact assessments, provide disclosures, and notify the state attorney general if algorithmic discrimination is found. Employers must audit automated HR tools, review vendor contracts for transparency and documentation, and update procurement policies. Separately, effective July 1, 2026, the CDLE wage claim cap rises from $7,500 to $13,000, and willful wage violations not remedied within 60 days must be reported to licensing agencies.
DelawareLeaveEffective January 1, 2026
Delaware PFML Benefits Now in Effect; AI Discrimination Rules Apply to Private Employers
Delaware's Paid Family and Medical Leave program began providing benefits on January 1, 2026, requiring employers with 25+ employees to offer full PFML coverage and employers with 10–24 employees to provide parental leave only. Employers with approved private plans have additional flexibility under HB 128 amendments. Additionally, Delaware's AI law imposes obligations on private businesses prohibiting deployment of AI systems that intentionally discriminate based on protected class or violate constitutional rights.
GeorgiaLeaveEffective June 2026
Georgia Employers Must Comply with New Lactation Break Pay Requirements
Effective June 2026, Georgia employers must pay employees for lactation breaks at the employee's regular rate of pay and cannot require employees to use accrued paid leave for these breaks, under amendments to the state's lactation accommodation law. Employers should update their break and lactation accommodation policies, adjust payroll systems to ensure proper compensation, and communicate the changes to staff. No specific day-of-month effective date was identified beyond June 2026.
IowaWage & HourEffective January 1, 2026
Iowa Employers Must Provide Detailed Pay & Benefits Notice at Hire
Iowa now requires employers to provide all new hires with a written explanation at the time of hiring that covers the regular pay period, all types of pay rates, deductions and contributions, allowances claimed as part of minimum wage, employer-provided benefits, and all payroll codes with descriptions. Employers should update their onboarding documentation and new-hire packets to include all required pay and benefits disclosures. This requirement is in effect for 2026, with compliance expected from the start of the year.
KentuckyClassificationEffective July 1, 2026
Kentucky Noncompete Agreements Unenforceable Without Severance on Termination
Effective July 1, 2026, Kentucky S.B. 170 makes noncompete agreements unenforceable if an employer terminates an employee without providing severance benefits or other monetary payment that was disclosed at the time the covenant was executed. The law applies to noncompete agreements executed, amended, or renewed on or after July 1, 2026, and does not apply when the employee is discharged for cause. Employers should review and update their noncompete agreements and severance policies to ensure compliance before the effective date.
MaineGeneralEffective July 14, 2026
Maine DOL Gains Expanded Enforcement Powers Under LD 1587
Effective July 14, 2026, Maine's LD 1587 significantly expands the Department of Labor's authority to investigate and penalize employment law violations. Employers must now post notices of any violation in the workplace and, in some cases, directly notify current and former employees of violations. Maine employers should audit their compliance practices now to reduce exposure ahead of the law's effective date.
MarylandLeaveEffective July 1, 2026
Maryland FAMLI Leave Benefits Begin July 1, 2026
Maryland's FAMLI paid family and medical leave program reaches its benefits-payment phase on July 1, 2026, meaning covered employees may now begin taking and receiving paid leave benefits. Employers must ensure payroll systems reflect employee leave requests and that benefit administration processes are in place, as employer contributions have already been required since July 1, 2025. Covered employees are those who have performed services in Maryland over the four most recently completed calendar quarters preceding the leave start date.
MichiganPay TransparencyEffective 2026 (specific date not confirmed in sources)
Michigan Pay Transparency Law Requires Pay Ranges in Job Postings (2026)
As of 2026, Michigan employers with 25 or more employees must include pay ranges in job postings and provide pay range information to employees upon request. Employers should audit and update all job postings, offer letters, and internal compensation practices to comply. Anti-retaliation protections for employees who exercise these rights have also expanded, increasing legal risk around discipline and termination decisions.
MissouriLeaveEffective 2026 (specific date not stated in available sources)
Missouri Blood Donation Leave Now Required for Employers 51+
Missouri employers with 51 or more employees must now provide full-time employees up to one hour of paid leave for blood donations every 56 days, and both full-time and part-time employees are entitled to up to 10 days of leave per 12-month period for organ donation. This expands the prior organ donation leave law, which only covered full-time employees, and introduces mandatory blood donation leave as a new requirement. Employers should review and update their leave policies immediately to ensure compliance, noting some ambiguity remains regarding whether full-time employees must be paid during organ donation leave.
NebraskaGeneralEffective June 11, 2026
Nebraska Employers Must Notify Workers of I-9 Inspection Deficiencies
Effective June 11, 2026, Nebraska employers are required to notify affected employees when an I-9 inspection identifies deficiencies, providing a description of deficiencies, correction timeframes, and meeting options. Employers must also inform workers of their right to representation during any correction meeting. Employers should update I-9 compliance procedures and train HR staff to ensure timely notification following any immigration inspection.
ArizonaWage & HourEffective January 1, 2026
Arizona Minimum Wage Rises to $15.15/hr Effective January 1, 2026
Arizona's minimum wage increased to $15.15 per hour on January 1, 2026, up from $14.70 in 2025, under the voter-approved Fair Wages and Healthy Families Act. Employers must update payroll systems, revise any handbook or policy language referencing wage standards, and display the updated 2026 minimum wage poster in the workplace. Additionally, Arizona's E-Verify requirement expanded to cover all contracts for labor or services valued at $600 or more, with records retained for the duration of employment or three years, whichever is longer.
New HampshireLeaveEffective 2026 (exact date not specified; part of New Hampshire 2026 budget/legislative package)
New Hampshire Unpaid Parental Leave & Air Quality Notification Requirements
New Hampshire enacted two new employer obligations: employers with 20+ employees must provide up to 25 hours of unpaid, job-protected leave for childbirth-related and postpartum medical appointments within the child's first year of birth or adoption; and employers with 11+ employees (excluding mines, commercial trucking, and emergency services) must establish a communications system to notify employees when the AQI reaches 150 or higher and allow employees to report related symptoms. Employers should establish compliant leave policies and AQI notification systems promptly. Both requirements took effect as part of New Hampshire's 2026 legislative updates.
New JerseyWage & HourEffective January 1, 2026
NJ Employers Must Provide Written Pay Notices at Hiring (2026)
New Jersey now requires employers to provide new hires with a written explanation of their pay period, all pay rates and deductions, allowances credited toward minimum wage, employer-provided benefits appearing as payroll deductions, and descriptions of all payroll codes used. Employers must also display the updated 2026 Wage and Hour Law poster (MW-220) reflecting the new $15.92 minimum wage. These requirements are in effect for 2026, with the state providing a model notice employers may customize.
New YorkDiscriminationEffective April 18, 2026
NY Bans Consumer Credit Reports in Employment Decisions
New York amended the Fair Credit Reporting Act to prohibit employers from requesting or using consumer credit history in hiring and other employment decisions, with limited exceptions (e.g., law enforcement roles, positions required to be bonded). Violations are treated as unlawful discriminatory practices. Employers must audit their hiring and employment processes to remove credit history screening unless a narrow exemption applies; the law took effect April 18, 2026.
North DakotaDiscriminationEffective January 1, 2026
North Dakota Bans AI Discrimination in Employment Decisions (HB 3773)
North Dakota's Human Rights Act amendments (HB 3773) prohibit employers from using AI systems that discriminate based on protected classes or use zip codes as proxies for protected characteristics. Employers must also notify employees when AI is used in employment decisions. Employers should audit AI-driven hiring and decision-making tools, implement employee notification processes, and train HR and IT teams on compliance.
OhioPay TransparencyEffective 2026 (exact date not specified)
Cleveland Pay Transparency Act Requires Salary Ranges in Job Postings
Cleveland enacted a Pay Transparency Act requiring employers with 15 or more employees to include salary ranges in all job postings, remove salary history questions, and refrain from making hiring decisions based on an applicant's earnings history. Employers must audit job posting templates and application processes to remove salary history inquiries and add pay range disclosures. The law is referenced as effective in 2026, though a precise effective date was not specified in available sources.
OregonWage & HourEffective June 2026
Oregon Requires Detailed Pay Statements and Annual Healthcare Violence Training
Starting June 2026, Oregon employers must provide employees with more detailed pay, deduction, benefit, and payroll code information at hire and on an annual basis, with the Oregon Bureau of Labor and Industries offering a template for compliance. Additionally, Oregon amended its Safety of Health Care Employees law to require annual workplace violence training for healthcare employees and contracted security personnel. Employers—especially in healthcare and construction—should review pay policies and training programs now to ensure compliance.
ArkansasGeneralEffective July 1, 2026
Arkansas Child Data Privacy Law Takes Effect July 1, 2026
A new Arkansas law imposes data privacy and security requirements on operators of websites, online services, online applications, or mobile apps directed at children or teens, or where the operator knows it is collecting personal information from minors. Covered employers operating such digital products must implement compliant data privacy and security practices. The law took effect July 1, 2026.
South DakotaDiscriminationEffective June 1, 2026
South Dakota AI Discrimination Rules & VESSA Amendment Effective June 1, 2026
Effective June 1, 2026, South Dakota employers must not use AI tools that discriminate based on protected classes, must avoid using ZIP codes as proxies for protected classes, and must notify employees when AI is used in employment decisions. Additionally, the Victim's Economic Security and Safety Act (VESSA) was amended to prohibit employers from discriminating or retaliating against employees who use employer-issued devices to record or communicate about domestic violence, sexual violence, or other violent crimes. Employers should audit AI-based HR tools for discriminatory effects and update anti-retaliation policies accordingly.
UtahGeneralEffective May 6, 2026
Utah HB 130: Employers Must Cover Required Medical Exam Costs
Effective May 6, 2026, Utah HB 130 requires employers to cover all costs of mandatory medical examinations—including pre-employment and ongoing drug tests and physicals—and prohibits requiring employees to use leave to attend them. Employers must audit any policies that currently charge workers for required exams or require leave usage for such appointments. Additionally, Utah's Human Rights Act amendments require employers to avoid using AI that discriminates based on protected classes and to notify employees when AI is used in employment decisions.
WashingtonGeneralEffective June 11, 2026
Washington Bans Employer Microchipping of Employees (Effective June 11, 2026)
Washington's Employee Microchip Prohibition law takes effect June 11, 2026, barring all employers in the state from microchipping employees. Employers must review and discontinue any practices or policies that condition employment on implantation of tracking or identification devices. The law applies to all employers operating in Washington regardless of size.
WisconsinDiscriminationEffective June 1, 2026
Wisconsin AI Hiring Discrimination Rules Effective June 2026
Wisconsin employers must not use AI tools that have the effect of discriminating on the basis of protected classes in employment decisions, must avoid using ZIP codes as proxies for protected characteristics, and must notify employees when AI is being used in employment decision-making processes. Employers should audit any AI-driven hiring or HR tools for disparate impact and update disclosure practices accordingly. The effective date is June 1, 2026.
NebraskaGeneralEffective July 18, 2026
Nebraska WARN Act: 90-Day Notice Required for Mass Layoffs/Closures
Nebraska Legislative Bill 921 requires employers with 100 or more workers to provide at least 90 days' advance notice before a mass layoff or business closing, stricter than the federal WARN Act's 60-day requirement. Covered employers must implement notification procedures for affected employees and relevant government entities. The law took effect July 18, 2026.
CaliforniaLeaveEffective January 1, 2026
California Paid Sick Leave Expanded for Crime Victim Judicial Proceedings
California amended its paid sick leave law to require employers to allow employees to use accrued paid sick leave to attend judicial proceedings related to certain crimes when the employee or their family member is a victim. Additionally, employee demographic data collected for pay data reporting purposes must now be stored separately from personnel files. Both changes took effect January 1, 2026.
DelawarePay TransparencyEffective September 26, 2027
Delaware Pay Transparency Law Takes Effect with Wage Disclosure & Recordkeeping Requirements
Delaware's pay transparency law (House Substitute 2 for H.B. 105), signed by Gov. Matt Meyer, requires employers to disclose wage ranges in job postings and maintain records of job descriptions and salary/wage rate histories for each employee for at least three years. Employers must make these records available to the Delaware Department of Labor upon request, and antiretaliation protections apply to employees and applicants who file complaints. However, per the authoritative Foley & Lardner/JDSupra source, the law's actual effective date is September 26, 2027—not July 2026—so full compliance obligations are not yet in force.
HawaiiLeaveEffective July 1, 2026
Hawaii Expands Family Leave Law for Military Exigency
Effective July 1, 2026, Hawaii amended the Hawaii Family Leave Law (HFLL) to permit employees to take leave for a 'qualifying military exigency' related to active-duty service by a child, spouse, reciprocal beneficiary, sibling, grandchild, or parent in the U.S. armed forces. Employers with 100 or more employees in Hawaii must update their state family leave policies to include this new qualifying reason. Policies should be revised and communicated to employees by the July 1, 2026 effective date.
IllinoisWage & HourEffective July 1, 2026
Illinois: Employer 401(k) Contributions Excluded from UI Wages
Effective July 1, 2026, employer contributions to employee 401(k) plans are no longer considered 'wages' under the Illinois Unemployment Insurance Act. Employers must stop including these employer contributions when reporting wages to IDES on and after this date. Note that employee contributions to their own 401(k) plans remain classified as wages for reporting purposes.
IndianaGeneralEffective July 1, 2026
Indiana FAIRNESS Act Requires E-Verify for All Private Employers
Effective July 1, 2026, Indiana's FAIRNESS Act mandates that private employers enroll in and use E-Verify to confirm work authorization, creating new state-level penalties on top of existing federal obligations. Employers found in violation face escalating court-ordered penalties, though first-time violators receive a 15-business-day notice period to demonstrate compliance before the attorney general files a formal action. Indiana employers should enroll in E-Verify immediately, train HR and recruiting staff on the new requirements, and review current hiring practices for compliance with both state and federal immigration verification laws.
KentuckyLeaveEffective July 2026
Kentucky Adds Employment Protections for Bone Marrow and Organ Donors
Kentucky's new law, effective July 2026, adds employment protections for employees who are bone marrow transplant or living organ donors, prohibiting adverse employment actions against such donors. Employers must ensure their leave and anti-retaliation policies are updated to cover these donor categories. The law takes effect July 2026.
MarylandWage & HourEffective January 1, 2026
Maryland Minimum Wage Increase & Heat Stress Safety Rules Take Effect
Maryland's minimum wage increased effective January 1, 2026, requiring employers to update payroll systems accordingly. Additionally, heat stress safety requirements mandate that employers provide protections when temperatures exceed 90°F and 100°F, including minimum break periods if cooling measures are not in place, plus annual heat stress training for supervisors and employees. Employers should also ensure compliance with existing pay transparency posting requirements and the noncompete ban for healthcare and veterinary professionals.
MichiganGeneralEffective July 17, 2026
Michigan Unemployment Law Changes Take Effect July 17, 2026
Michigan's Public Act 238 of 2024 amendments to the Michigan Employment Security (MES) Act take effect in July 2026, with domestic violence protections beginning July 17, 2026. Notably, employees who leave jobs due to domestic violence or household safety concerns may now qualify for unemployment benefits, and those claims will be charged to the nonchargeable benefits account—not the employer's experience account—protecting employer tax rates. Employers should review how these changes affect their unemployment insurance experience ratings and ensure HR teams understand the new eligibility and reporting rules.
MissouriWage & HourEffective July 1, 2026
Missouri Minimum Wage Increase and Donor Leave Protections Effective July 2026
Effective July 1, 2026, Missouri employers face an increased state minimum wage rate, expanded health care continuation coverage obligations for smaller employers, and new employment protections for bone marrow transplant and living organ donors. Employers must review and update their pay practices, health plan offerings, and leave policies to ensure compliance. These changes take effect July 1, 2026.
GeorgiaWage & HourEffective 2026
Georgia Employers Must Provide Paid 30-Min Meal Break or Face Liquidated Damages
Effective 2026, Georgia employers must provide employees working six or more consecutive hours an unpaid meal break of at least 30 minutes. If an employer fails to provide the required break, they must pay the employee their regular rate for the missed break plus an equal amount in liquidated damages. Employers should audit scheduling practices and update policies to ensure compliance.
IowaLeaveEffective 2026
Iowa Expands Organ Donation Leave to Part-Time Employees (2026)
Iowa amended its blood and organ donation leave law to require employers with more than 50 employees to allow part-time employees to qualify for up to 10 days of organ donation leave, with daily pay calculated based on the employee's daily average pay from the last two months of employment. Employers must update leave policies to ensure part-time workers are not excluded from organ donation leave eligibility. The change takes effect in 2026 as part of the 91st General Assembly's updates.
MinnesotaLeaveEffective January 1, 2026
Minnesota Paid Family & Medical Leave: Up to 12 Weeks Now in Effect
Minnesota's Paid Leave program took effect January 1, 2026, requiring employers to allow covered employees—including those at small businesses—to take up to 12 weeks of paid family and medical leave, with benefits administered through the state's DEED agency. Employers must ensure job protection for leave takers, manage wage replacement contributions, and have completed registration and employee notices. Additionally, Minnesota expanded meal and rest break requirements, mandating at least 15-minute rest breaks every four consecutive work hours and a defined meal period for shifts of six or more hours, with penalties for noncompliance.
NevadaWage & HourEffective July 2026
Nevada Clarifies Compensable Working Time for Pre/Post-Shift Activities
A new Nevada law clarifies what constitutes compensable working time, specifically requiring employers to pay workers for employer-mandated pre-shift and post-shift activities such as donning uniforms or equipment. Employers must audit their work processes to identify any non-overtime compensable time that is currently going unpaid. The law is effective July 2026, and updated labor law posters reflecting these and other changes must also be displayed.
New YorkWage & HourEffective July 1, 2026
New York Minimum Wage Increases Take Effect July 2026
New York's scheduled minimum wage rate increases take effect in July 2026, requiring employers to update pay rates for covered employees statewide. Employers should audit current wage practices and update payroll systems to ensure compliance. The exact increased rates vary by region and employer size, consistent with New York's phased minimum wage schedule.
OregonSafetyEffective January 1, 2026
Oregon Expands Workplace Violence Prevention & Wage Theft Liability
Oregon SB 537 expands workplace violence prevention plan requirements beyond hospitals to include home health agencies and home hospice programs, adding new obligations such as threat-flagging systems and client risk screening. Separately, Oregon enacted heightened wage theft liability for property owners and contractors. Both laws took effect January 1, 2026, with employer compliance required for updated policies and procedures.
South CarolinaClassificationEffective July 1, 2026
South Carolina Noncompete Restrictions Take Effect July 1, 2026
As of July 1, 2026, South Carolina noncompete agreements become unenforceable if an employer terminates an employee without cause and without severance pay. Additionally, any severance or monetary payments supporting a noncompete must be disclosed to the employee at the time the covenant is executed, and the existing ban on noncompetes for 'low-wage' workers is expanded to cover all health care professionals. Employers should audit existing noncompete agreements and update their onboarding and separation processes to ensure required disclosures are made.
New MexicoLeaveEffective 2026 (exact date not specified)
New Mexico Nursing Mothers Act: Paid Lactation Breaks Required in 2026
Amendments to the Nursing Mothers in the Workplace Act (SB 212) require New Mexico employers to compensate employees at their regular rate of pay during lactation breaks, and employers may not require employees to use accrued paid leave for these breaks. Employers must update break and payroll policies and communicate the changes to staff. The changes stem from the 2025 legislative session and are effective for 2026.
TennesseeGeneralEffective July 1, 2026
Tennessee Enacts First Comprehensive Restrictive Covenant Framework
Effective July 1, 2026, Tennessee's first comprehensive statutory framework governing non-compete, non-solicitation, and other restrictive covenants takes effect, applying to all agreements entered into, renewed, or amended on or after that date. Employers must review and update any restrictive covenant agreements to ensure compliance with the new statutory requirements before executing or renewing them. Separately, state and local government employers must verify all new hires' work authorization through E-Verify starting July 1, 2026, or risk having state funds withheld.
UtahClassificationEffective 2026 (specific date not confirmed; noncompete and child labor provisions effective during 2026 legislative cycle)
Utah Restricts Noncompete Agreements and Raises Child Labor Penalties (2026)
Utah's 2026 legislative session introduced significant limits on noncompete agreements, with two bills passing that restrict their use between employers and employees, while also substantially increasing penalties for child labor violations—including a mandatory 12-month revocation of minor work permits for cited employers. Employers should audit existing noncompete agreements for compliance and review hiring practices involving minors. These changes are effective in 2026; employers should also note a separate requirement to provide a new annual written notice of employee rights that took effect February 1, 2026.
VermontClassificationEffective July 1, 2026
Vermont Noncompete Disclosure & Healthcare Ban Take Effect July 1, 2026
Effective July 1, 2026, Vermont employers must disclose all severance benefits or monetary payments supporting a noncompete covenant to the employee at the time the covenant is executed, and noncompetes become unenforceable if an employee is discharged without cause and without severance pay. Additionally, Vermont expanded its existing ban on noncompete agreements to cover all health care professionals (SB 128/Chapter 1114), not just low-wage workers. Employers should audit existing noncompete practices, update disclosure procedures, and refrain from using noncompetes with any health care professional employees.
WashingtonDiscriminationEffective July 1, 2026
Washington Fair Chance Act Expanded: New Criminal History Rules Effective July 1
Effective July 1, 2026, Washington's amended Fair Chance Act further restricts how employers with 15 or more employees may use criminal records in hiring and employment decisions, aligning statewide rules more closely with Seattle's ordinance. Employers must now provide specific pre-adverse action notices before taking action based on criminal history, and face new limits on inquiring about criminal records. Employers with fewer than 15 employees have until January 1, 2027 to comply.
West VirginiaWage & HourEffective July 2026
West Virginia Written Wage Notification Required at Hire & Before Changes
West Virginia employers must provide written wage notification to all employees at hire and give at least one pay period's advance notice before any wage or payment term changes, per W. Va. Code § 21-5-9. These requirements apply uniformly to all employers regardless of size, and cover remote, hybrid, and in-person workers equally. Compliance is required effective July 2026, with no salary posting requirements imposed.
IndianaWage & HourEffective 2026
Indiana Meal & Rest Break Law Now Includes Liquidated Damages Penalties
Indiana has amended its meal and rest break law to codify required break periods and add enforcement teeth: employers must provide a 30-minute unpaid meal break for shifts of six or more consecutive hours, and if a required meal or rest break is missed, the employer is liable for the employee's regular rate of pay for the missed break plus an equal amount in liquidated damages. Employers working with earned wage access (EWA) vendors must also comply with new state rules governing those services. Both changes are effective in 2026.
KentuckyDiscriminationEffective 2026 (exact date not specified)
Kentucky HB 320: Statute of Limitations for KCRA & Wage Claims Extended to 3 Years
Kentucky HB 320 (2026) amended the statute of limitations for Kentucky Civil Rights Act discrimination claims and Wage and Hour Act claims from 1 year to 3 years, giving employees up to 3 years from the date of a violation to file a civil action. Employers face significantly greater exposure on older claims and should review recordkeeping practices, ensure employment records are retained for at least 3 years, and audit anti-discrimination and pay compliance programs accordingly. The law is in effect for 2026.
CaliforniaClassificationEffective January 1, 2026
California AB 692 Bans 'Stay or Pay' Contracts Effective Jan 1, 2026
AB 692 prohibits California employers from entering into or requiring 'stay or pay' contracts—agreements that obligate workers to repay training costs or other debts if their employment ends—for any contracts executed on or after January 1, 2026. Employers must audit and eliminate such provisions from employment agreements, offer letters, and training repayment clauses. The law adds new Section 16608 to the Business & Professions Code and took effect January 1, 2026.
DelawareLeaveEffective January 1, 2026
Delaware Paid Leave Becomes Primary Payer; PTO Use Prohibition
Starting in 2026, Delaware's paid family and medical leave program becomes the primary payer of benefits, meaning employer-sponsored short-term or long-term disability plans are now secondary. Employers are also prohibited from requiring employees to exhaust accrued paid time off before receiving Delaware paid leave benefits. Employers should review and update their leave and disability policies to reflect this new payment hierarchy and eliminate any PTO-first requirements.
IllinoisDiscriminationEffective January 1, 2026 (AI/WTA provisions); June 1, 2026 (NICU leave)
Illinois AI Employment Decision Transparency Requirements Effective 2026
Illinois amended its Human Rights Act to make it a civil rights violation for employers to fail to notify applicants and employees when AI is used in employment decisions, and prohibits using zip codes as proxies for protected classes. Employers must provide notice whenever AI influences hiring, promotion, or other employment decisions, though the Illinois Department of Human Rights has not yet issued specific guidance on the form of notice required. The AI notice requirements and expanded Workplace Transparency Act restrictions on employment agreements are effective in 2026.
KansasLeaveEffective 2026 (specific effective date not specified in sources)
Kansas Expands Organ Donation Leave & Strengthens Child Labor Penalties
Kansas amended its blood and organ donation leave law to extend eligibility to part-time employees at employers with more than 50 workers, granting up to 10 days of organ donation leave with pay based on the daily average from the prior two months. Kansas also significantly increased penalties for child labor violations, including mandatory revocation of a minor's work permit for at least 12 months upon citation. Employers should audit leave policies and minor employment practices to ensure compliance with these 2026 changes.
MainePay TransparencyEffective July 29, 2026
Maine Pay Transparency Law Takes Effect July 29, 2026
Maine's L.D. 54 requires employers with 10+ employees to disclose pay ranges in all job postings, provide pay range information upon employee request, and maintain pay history records, effective July 29, 2026. Employers must audit and update job postings, revise recruitment policies, and train HR teams on handling pay range inquiries from both applicants and current employees. Non-compliant postings and recordkeeping gaps expose employers to enforcement risk as of that date.
MissouriLeaveEffective August 28, 2026
Missouri HB 2593: Expanded Military Leave Obligations Effective Aug 28, 2026
Governor Mike Kehoe signed House Bill 2593 on July 9, 2026, expanding military leave and reemployment obligations for Missouri employers. The law takes effect August 28, 2026, and creates new litigation exposure for employers who fail to comply with the updated military leave and reemployment requirements. Employers should review and update their military leave policies and consult legal counsel to ensure compliance before the effective date.
MontanaLeaveEffective 2026
Montana Nursing Mothers Act Amended: Paid Lactation Breaks Required
Montana's Nursing Mothers in the Workplace Act has been amended to require employers to pay employees their regular rate of pay during lactation breaks, and employers may not require employees to use accrued paid leave for these breaks. Employers must update break and payroll policies and communicate the changes to staff. The amendments are effective in 2026.
North CarolinaDiscriminationEffective January 1, 2026
North Carolina AI Discrimination & Meal/Rest Break Rules Take Effect 2026
North Carolina enacted new requirements prohibiting employers from developing or deploying AI systems that unlawfully and intentionally discriminate against individuals based on protected characteristics such as race, sex, age, or disability. Additionally, amendments to meal and rest break rules now require employers to provide unpaid meal breaks of at least 30 minutes for shifts of six or more consecutive hours, with missed breaks triggering pay at the regular rate plus equal liquidated damages. Employers should audit AI tools in use and update break policies and payroll practices to ensure compliance.
OklahomaGeneralEffective November 1, 2026
Oklahoma HB 3127: Medical Marijuana Safety-Sensitive Position Rules (Nov 2026)
Oklahoma Governor Stitt signed HB 3127 on April 17, 2026, amending the state's medical marijuana law effective November 1, 2026. The law imposes a mandatory zero-tolerance drug and alcohol standard for employees in safety-sensitive positions and modifies the definition of 'safety-sensitive position' as well as the permissible grounds for adverse employment actions based solely on a positive marijuana test. Employers should review and update their drug testing policies, job classifications, and adverse action procedures to ensure compliance before the November 1, 2026 effective date.
South CarolinaLeaveEffective October 1, 2026
South Carolina Civil Air Patrol Leave Act Takes Effect Oct. 1, 2026
Governor Henry McMaster signed Senate Bill 1043 (Civil Air Patrol Leave Act) on June 30, 2026, requiring South Carolina employers to provide unpaid leave for private-sector employees and paid leave for public-sector employees to perform specified South Carolina Civil Air Patrol services. Employers must update leave policies and ensure managers are trained to recognize and honor qualifying leave requests. The law takes effect October 1, 2026.
WisconsinWage & HourEffective 2026
Wisconsin Employers Must Provide Meal Breaks or Pay Penalties
Wisconsin law now requires employers to provide employees working six or more consecutive hours an unpaid meal break of at least 30 minutes. If an employer fails to provide a required meal or rest break, they must compensate the employee at their regular rate of pay for the missed break, plus an equal amount in liquidated damages. Employers should audit scheduling practices and break policies to ensure compliance and avoid double-damages liability.
OhioLeaveEffective 2026
Ohio Nursing Mothers Act Amended: Paid Lactation Breaks Required
Ohio's Nursing Mothers in the Workplace Act (SB 212) now requires employers to compensate employees at their regular rate of pay for lactation breaks, and employers may no longer require employees to use accrued paid leave for these breaks. Employers must update break and leave policies, adjust payroll systems to ensure lactation break time is compensated, and communicate the changes to staff. The changes are effective in 2026.
Rhode IslandWage & HourEffective January 1, 2026
Rhode Island New-Hire Written Pay Notice Required as of Jan. 1, 2026
Effective January 1, 2026, Rhode Island employers must provide all newly hired employees with a written notice in English containing key employment terms, including wages, rates of pay, allowances, benefits, pay deductions, leave policies, and employer-identifying information, per amendments to the Rhode Island Payment of Wages Act (SB 70/HB 5679). Employers must ensure this notice is prepared and delivered at the start of employment for every new hire. Failure to comply may expose employers to wage payment law violations.
UtahWage & HourEffective 2026 (August 2026 implementation)
Utah Employers Must Pay for Lactation Breaks Under SB 212
Utah's Nursing Mothers in the Workplace Act amendments (SB 212) require employers to compensate employees for lactation breaks at their regular rate of pay, and employers may not require employees to use accrued paid leave for these breaks. Employers must update break policies, adjust payroll systems, and communicate the changes to staff. The changes take effect in 2026, with implementation expected by August 2026.
North DakotaWage & HourEffective August 2026
North Dakota Prohibits Automatic Income Tax Withholding Without Employee Consent
North Dakota SB 2407 amends the state's income tax withholding law to prohibit employers from automatically withholding or deducting income taxes from certain wage categories without first obtaining employee consent. Employers must ensure they have affirmative employee consent before withholding state income taxes from wages. The law took effect in 2026, with compliance required as of August 2026.
OregonWage & HourEffective January 1, 2026
Oregon Employers Must Pay Full Meal Break Wages & New Hire Disclosures Required
Oregon now requires employers to pay non-exempt employees for a full 30-minute meal period whenever a break is cut short, regardless of its actual length. Employers must also provide detailed written disclosures at hire—and annually—covering pay rates, deductions, benefits, and payroll codes. Both requirements took effect January 1, 2026, and employers should immediately audit payroll practices and update onboarding documentation to comply.
WashingtonPostingEffective October 1, 2026
Washington I-9 Audit Worker Notification Requirements Take Effect Oct 1, 2026
Starting October 1, 2026, Washington's amended Immigrant Worker Protection Act (RCW 49.004) requires employers to promptly notify workers upon receiving a federal I-9 audit notice, including posting notice conspicuously and transmitting it via the primary communication method, and to notify each affected worker of audit results and any identified documentation deficiencies. Employers must also develop internal I-9 audit notification protocols and train HR personnel before the effective date. Separately, willful wage violation penalty caps have been removed, increasing financial exposure for payroll non-compliance.
ConnecticutPay TransparencyEffective October 1, 2026
Connecticut HB 5003: Major Employer Obligations Effective Oct 1, 2026
Connecticut Public Act 26-12 takes effect October 1, 2026, requiring all employers to include wage ranges and a general description of benefits (health, retirement, paid leave, etc.) in all internal and public job postings. Employers must also provide written ADA accommodation notices to new hires at onboarding and to existing employees by January 29, 2027. Additional requirements include enhanced lactation accommodations, prohibition of 'stay or pay' agreements for contracts entered on or after October 1, 2026, and WARN Act disclosures identifying whether layoffs are AI- or technology-related.
IndianaLeaveEffective 2026 (specific date not confirmed in search results)
Indiana Expands Organ Donation Leave to Part-Time Employees
Indiana amended its blood and organ donation leave law to require employers with more than 50 employees to allow part-time employees to qualify for up to 10 days of organ donation leave, with daily pay calculated based on the employee's average daily pay from the prior two months of employment. Employers must update their leave policies and payroll calculations to cover eligible part-time workers. The change is part of Indiana's 2026 legislative session updates.
IowaDiscriminationEffective March 10, 2026
Iowa SF 579: Local Civil Rights Ordinances Voided if Broader Than State Law
Senate File 579, signed March 10, 2026, voids any Iowa local civil rights ordinance that provides broader protections than state law, effectively nullifying city-level anti-discrimination rules that exceed Iowa Code. Employers operating in Iowa cities that previously relied on broader local ordinances must realign their EEO policies to state standards only. The law is in effect as of its signing date, with employers advised to audit local policy dependencies immediately.
KentuckyLeaveEffective September 2026
Kentucky Expands Organ Donation Leave & Increases Child Labor Penalties
Effective September 2026, Kentucky employers with more than 50 employees must allow part-time employees to qualify for up to 10 days of organ donation leave, with daily pay calculated based on the employee's average daily pay from the prior two months. Additionally, Kentucky has significantly increased penalties for child labor violations, including mandatory revocation of an employer's minor work permit for at least 12 months upon receiving a citation or restraining order for certain violations. Employers should audit their leave policies to ensure part-time eligibility and review compliance with minor employment permit requirements to avoid heightened penalties.
LouisianaGeneralEffective December 31, 2025 (applies to all 2026 claims)
Louisiana Employers Gain Unemployment No-Show Reporting Mechanism
Louisiana Act No. 151 increased unemployment claimants' required weekly work search actions from three to five, and gave employers a direct channel to report applicant interview no-shows or failures to appear to the Louisiana Workforce Commission (LWC), potentially affecting claimant eligibility. Employers should establish consistent documentation and reporting practices to avoid complications in unemployment proceedings. These provisions apply to all 2026 claims, with the law effective December 31, 2025.
MaineWage & HourEffective January 1, 2026
Maine Minimum Wage Increases to $15.10/Hour
Maine's minimum wage rose to $15.10 per hour effective January 1, 2026, as part of the state's annual indexed increases. Employers must ensure all non-exempt employees are paid at least this rate. The change took effect at the start of 2026, meaning any employers not yet compliant should act immediately.
MassachusettsGeneralEffective August 5, 2026
Massachusetts PROTECT Act: 48-Hour Employee Notification for ICE Inspections
Signed by Gov. Maura Healey on August 5, 2026, the Massachusetts PROTECT Act requires employers to notify employees within 48 hours of receiving an ICE Notice of Inspection or any other request to review I-9 employment eligibility verification forms or employment records. Employers must implement a notification process and train HR staff to ensure timely compliance when federal immigration enforcement actions target workplace records. The law is already in effect as of its signing date.
MichiganGeneralEffective October 2026
Michigan Mandatory Digital Work Permit Registration for Minors Effective October 2026
Effective October 2026, Michigan employers must register minor work permits through a mandatory digital system, building on stricter youth employment rules for 14–15-year-olds that took effect March 31, 2026. Employers that violate child labor laws now face significantly increased penalties, including revocation of minor work permits for at least 12 months upon receiving a citation or restraining order. Employers hiring minors should immediately transition to the digital permit registration process and review compliance with updated work-hour restrictions to avoid escalated penalties.
MississippiGeneralEffective 2026 (exact date not specified)
Mississippi Child Labor Penalties Significantly Increased in 2026
Mississippi has strengthened child labor protections by significantly increasing penalties for employers found in violation of child labor laws. Employers that receive a citation or restraining order for certain violations will have their minor work permits revoked for at least 12 months and will be prohibited from obtaining a new minor work permit during that period. Employers who hire minors should audit their compliance with work permit requirements and applicable child labor rules immediately.
NebraskaWage & HourEffective 2026 (specific date not confirmed in sources)
Nebraska $15 Minimum Wage & Mandatory Paid Sick Leave Take Effect
Nebraska's minimum wage rises to $15.00 per hour and mandatory paid sick leave becomes effective for employers in 2026, representing the most significant employment law changes in the state in over a decade. Employers must update pay rates to at least $15.00/hour, add a paid sick time accrual policy to their handbooks, and implement tracking systems for accrual, usage, and carryover. Penalties for non-compliance include back pay, liquidated damages, and civil fines enforced by the Nebraska Department of Labor.
New HampshireLeaveEffective January 1, 2026
New Hampshire Childbirth-Related Leave & Child Labor Law Changes Effective Jan. 1, 2026
Effective January 1, 2026, New Hampshire employers with 20+ employees must provide up to 25 hours of unpaid leave for employees to attend medical appointments related to childbirth, postpartum care, or pediatric needs in the child's first year. Child labor protections were also strengthened, with significantly increased penalties and mandatory 12-month work permit revocations for violations. Employers should update handbooks, train HR staff, and communicate new entitlements to employees.
New JerseyClassificationEffective October 1, 2026
NJ Independent Contractor ABC Test New Rules Operative Oct 1, 2026
New Jersey's expanded ABC test rules for independent contractor classification become operative on October 1, 2026, tightening the standards employers must meet to classify workers as independent contractors rather than employees. Employers should audit their contractor relationships before the effective date to ensure compliance and avoid misclassification liability. Additionally, a NJFLA expansion took effect July 17, 2026, and captive audience meeting prohibitions are now in force, requiring employers to make certain workplace meetings voluntary.
New MexicoPay TransparencyEffective July 20, 2026
New Mexico Wage Transparency Law Effective July 20, 2026
New Mexico's wage transparency law took effect July 20, 2026, requiring all employers to disclose minimum and maximum salary ranges on job postings. By September 1, 2026, employers must also confirm Santa Fe City and County wage compliance for remote workers and update Pregnant Worker Accommodation Act notices for new hires. Employers should audit job postings and accommodation notices immediately to ensure full compliance.
OhioWage & HourEffective January 1, 2026 (minimum wage); March 20, 2026 (E-Verify for construction)
Ohio Minimum Wage Rises to $11.00/hr; E-Verify Required for Construction
Ohio's minimum wage increased to $11.00 per hour (tipped employees $5.50/hr) effective 2026, indexed to inflation under the state constitution. Additionally, the E-Verify Workforce Integrity Act requires non-residential construction employers to use E-Verify for all new hires, with violations carrying penalties up to $5,000 per occurrence. Employers in non-residential construction must ensure E-Verify enrollment and all employers must update payroll systems and workplace postings to reflect the new wage.
OregonLeaveEffective January 1, 2026
Oregon Expands Paid Sick Leave, Wage Disclosures & Victim Protections
Effective January 1, 2026, Oregon enacted several significant employer obligations: paid sick leave now covers blood donation (for employers with 10+ employees), new hire wage disclosure requirements mandate written notice of pay periods, pay rates, and deductions, and VESSA amendments prohibit retaliation against employees who use employer-issued devices to record or communicate about domestic or sexual violence. Employers must review and update wage disclosures annually by January 1 each year.
PennsylvaniaGeneralEffective January 1, 2026 (January 6, 2026 for Philadelphia FCRSS amendment)
Pennsylvania 2026 HR Compliance: Organ Donation, Child Labor & More
Effective January 1, 2026, Pennsylvania employers with 50+ employees must extend organ donation leave eligibility to part-time workers, and significantly increased penalties now apply for child labor violations, including a 12-month work permit revocation. Employers must also ensure they are not retaliating against employees who use employer-issued devices to document domestic or sexual violence, and Philadelphia employers face updated Fair Criminal Record Screening Standards as of January 6, 2026.
South CarolinaLeaveEffective 2026
SC Blood/Organ Donation Leave Expanded to Part-Time Employees
South Carolina amended its blood and organ donation leave law to require employers with more than 50 employees to allow part-time employees to qualify for up to 10 days of organ donation leave, with daily pay calculated based on the employee's average daily pay over the last two months of employment. Employers must update their leave policies to ensure part-time workers are included in organ donation leave eligibility. Additionally, child labor violation penalties have been significantly increased, with work permits for minors revoked for at least 12 months upon certain citations.
UtahLeaveEffective 2026
Utah Expands Organ Donation Leave to Part-Time Employees (2026)
Utah amended its blood and organ donation leave law to require employers with 50+ employees to extend organ donation leave eligibility to part-time employees, granting up to 10 days of leave with daily pay calculated based on the employee's average daily pay over the prior two months of employment. Employers must update their leave policies and payroll calculations to cover part-time workers who were previously excluded. This change is effective in 2026, with compliance required for Utah employers of applicable size.
WisconsinLeaveEffective 2026 (specific date not confirmed in sources)
Wisconsin Blood/Organ Donation Leave & Child Labor Law Changes Effective 2026
Wisconsin amended its blood and organ donation leave law to require employers with more than 50 employees to extend 10 days of organ donation leave eligibility to part-time employees, with daily pay based on the employee's average daily pay from the prior two months. Additionally, child labor law penalties were significantly increased, including mandatory revocation of an employer's minor work permit for at least 12 months upon citation or restraining order for certain violations. Employers should update leave policies to cover part-time workers and review minor employment practices to avoid heightened penalties.
WyomingClassificationEffective 2026
Wyoming Broadly Invalidates Non-Compete Agreements in 2026
Wyoming enacted legislation that broadly invalidates non-compete agreements, with only limited exceptions remaining enforceable. Employers must review all existing non-compete and restrictive covenant agreements to assess enforceability under the new law. Agreements that do not fall within the narrow exceptions are now void, and employers should cease relying on or issuing non-compliant agreements.
FederalDiscriminationEffective April 28, 2026
FAR Council Implements EO 14398: Federal Contractor DEI Compliance Obligations
The FAR Council has implemented Executive Order 14398, imposing immediate new compliance obligations on federal contractors to restrict DEI discrimination, including mandatory new contract clauses, expanded audits, and significant legal exposure. Both prime contractors and all tiers of subcontractors are affected. Employers with federal contracts should immediately review and update their DEI policies, contract terms, and audit readiness.
TennesseeDiscriminationEffective June 1, 2026
Tennessee AI Discrimination & Domestic Violence Recording Protections Effective June 1, 2026
Effective June 1, 2026, Tennessee amended its Human Rights Act to prohibit employers from using AI that discriminates based on protected classes, using ZIP codes as proxies for protected classes, and requires employers to notify employees when AI is used in employment decisions. Additionally, the Victim's Economic Security and Safety Act was amended to bar employers from discriminating or retaliating against employees who use employer-issued devices to record or communicate about domestic violence or other violent crimes. Employers should audit AI-driven hiring and employment tools for disparate impact and implement employee notification processes immediately.
New JerseyLeaveEffective July 17, 2026
NJ Family Leave Act Expands to 15+ Employee Employers Effective July 17, 2026
New Jersey's NJFLA amendments (signed January 17, 2026) take effect July 17, 2026, lowering the employer coverage threshold from 30 to 15 or more employees and reducing employee eligibility requirements to 3 months/250 hours of service. Employers newly covered must update leave policies, train managers, and prepare for more complex leave administration as employees gain expanded rights to coordinate NJFLA with paid sick leave, TDI, and FLI benefits. Coverage is expected to expand further to employers with 5+ employees by 2028.
MarylandGeneralEffective October 1, 2026
Maryland Worker Freedom Act & Multiple Employment Law Changes Effective Oct. 1, 2026
Beginning October 1, 2026, Maryland employers must comply with several new requirements including the Worker Freedom Act, expanded organ donation leave (part-time employees at 50+ employee firms now qualify for up to 10 days), amended VESSA protections prohibiting retaliation for recording domestic/gender violence on employer devices, and significantly increased child labor violation penalties with work permit revocations of at least 12 months. Employers should audit policies across leave, anti-retaliation, and minor employment practices before the October 1 effective date.
South DakotaClassificationEffective July 1, 2026
SD Bans Non-Competes for Developmental Disability Service Providers
Effective July 1, 2026, South Dakota SB 153 prohibits non-compete clauses in employment contracts with individuals who provide services to persons with developmental disabilities. Employers in this sector must review and revise any existing or template employment agreements to remove non-compete provisions before the effective date. Note that post-employment non-solicitation clauses targeting current patients or clients remain permissible.
FederalClassificationEffective Comment period closes June 22, 2026; final rule expected shortly after
DOL Proposes New Joint Employer Rule with June 2026 Comment Deadline
The Department of Labor has proposed a new joint employer rule under Deputy Secretary Keith Sonderling that uses a 4-factor test for 'vertical' joint employment, evaluating hiring/firing authority, supervision and control, pay determination, and recordkeeping. The public comment period closes June 22, 2026, after which the DOL is expected to move quickly to finalize the rule. Employers should audit staffing agency, vendor, and contractor relationships now to ensure day-to-day control remains clearly with the intended employer.
AlaskaLeaveEffective 2026
Alaska Implements New Paid Sick Leave Law in 2026
Alaska enacted a new paid sick leave law requiring employers to provide paid sick leave to employees, alongside a mandate to maintain payroll and employment records for at least three years. Employers must review their leave policies and record-keeping practices to ensure compliance. The law took effect in 2026, and employers should consult the Alaska Department of Labor for specific accrual rates, employer coverage thresholds, and usage rules.
ArizonaDiscriminationEffective June 1, 2026
Arizona AI Discrimination Notice Requirements Effective June 1, 2026
Arizona amended its Human Rights Act to prohibit employers from using AI that has a discriminatory effect based on protected classes, ban the use of ZIP codes as proxies for protected classes, and require employers to notify employees when AI is being used in employment decisions. Employers must audit their AI tools for discriminatory impact and implement employee notification procedures. These requirements take effect June 1, 2026.
ArkansasClassificationEffective July 1, 2026
Arkansas Mandates Universal E-Verify for All Private Employers July 1, 2026
Under 2025 Ark. Acts 948, all private employers in Arkansas—regardless of size—must use E-Verify for new hires starting July 1, 2026, expanding a requirement previously limited to public employers and contractors. Employers must open an E-Verify case within 3 business days of an employee's start date. Employers not yet registered with E-Verify should do so immediately ahead of the July 1 deadline.
CaliforniaPostingEffective January 1, 2026, with first annual distribution deadline of February 1, 2026
California Workplace Know Your Rights Act (SB 294) Annual Notice Requirement
Under California's Workplace Know Your Rights Act (SB 294), all employers must provide a stand-alone written notice covering labor protections, immigration-related rights, and constitutional workplace rights to all new hires and annually to all current employees. The Labor Commissioner developed a multilingual template notice, and the first annual distribution deadline was February 1, 2026. Employers who have not yet distributed the notice or incorporated it into onboarding should do so immediately to achieve compliance.
ColoradoWage & HourEffective January 1, 2026
Colorado Minimum Wage Rises to $15.16/hr with Updated Posting Requirements
Colorado's statewide minimum wage increased to $15.16 per hour effective January 1, 2026, accompanied by updated COMPS Order salary thresholds for exempt employees. Employers must display updated Colorado labor law posters—including the revised COMPS Order poster—and provide electronic access to remote workers. Non-compete agreements remain prohibited for employees earning below $130,014 annually.
ConnecticutPay TransparencyEffective October 1, 2026
Connecticut Public Act 26-12: Pay Transparency, Stay-or-Pay Ban & More
On May 11, 2026, Governor Lamont signed Public Act 26-12, enacting sweeping employment law changes. Effective October 1, 2026, all Connecticut employers must include wage ranges, benefits, and other compensation descriptions in job postings; the ban on employment promissory notes (stay-or-pay agreements) now applies to all employers regardless of size; employers covered by prevailing wage must maintain and submit daily worker records or face Class C misdemeanor charges; and employers with 100+ employees must publish a multilingual pay code guide on their website.
DelawareLeaveEffective January 1, 2026
Delaware Paid Family & Medical Leave Benefits Now Active (Jan 1, 2026)
Delaware's Family and Medical Leave Insurance Program began paying benefits on January 1, 2026, requiring employers with 10 or more employees to allow covered workers up to 12 weeks of paid family and medical leave. Employers must post and distribute required notices upon hire, when leave is requested, or when they learn of a qualifying event. Handbooks, onboarding materials, and payroll systems should already be updated to reflect the new requirements.
FloridaWage & HourEffective January 1, 2026
Florida Minimum Wage Increases to $15.00/hr Effective May 2026
Florida's minimum wage rises to $15.00 per hour in 2026, continuing the state's phased increases under Amendment 2. Employers must update payroll systems, review compensation structures, and ensure all non-exempt employees are paid at least the new rate. The increase takes effect for the 2026 calendar year, with the May 2026 date reflecting ongoing enforcement.
GeorgiaDiscriminationEffective June 1, 2026
Georgia AI Hiring Bias & Domestic Violence Recording Protections Effective June 1, 2026
Starting June 1, 2026, Georgia employers must not use AI tools in employment decisions that have a discriminatory effect on protected classes, must avoid using ZIP codes as proxies for protected characteristics, and must notify employees when AI is used in employment decisions. Additionally, employers cannot discriminate or retaliate against employees who use employer-issued devices to record or communicate about domestic violence, sexual violence, or other violent crimes affecting themselves or their household members.
HawaiiDiscrimination
Hawaii HB 1878 Expands Discrimination Protections for Employers
Hawaii HB 1878 is advancing through the legislature to expand discrimination protections, which could broaden employer obligations regarding protected classes in the workplace. Employers should monitor this bill's progress and prepare to update anti-discrimination policies, training, and HR practices accordingly. No final effective date has been confirmed as the bill is still in the legislative process as of May 2026.
IdahoGeneralEffective 2026 (specific date not stated)
Idaho HB 686: Weekly Job-Search Requirements Rise to Five Contacts
Idaho HB 686 increased the mandatory weekly work-search actions for unemployment claimants from two to five valid contacts, such as job applications, job fairs, skills tests, or mock interviews. Employers should be aware that claimants who fail to respond within two business days to an IDOL-referred job opening or who refuse suitable work will be denied benefits. This change is reflected in 2026 guidance and affects how employers interact with referred candidates and report refusals of suitable work.
IllinoisLeaveEffective June 1, 2026
Illinois NICU Leave Law Takes Effect June 1, 2026
Illinois's new NICU leave law becomes effective June 1, 2026, requiring employers to provide job-protected leave for employees with newborns requiring neonatal intensive care. This is part of a broader wave of 2026 Illinois employment law changes, but the NICU leave law is the most imminent deadline for employers in May 2026. Employers should update their leave policies, train HR staff, and ensure compliance before the June 1 effective date.
IndianaGeneralEffective May 2026
Indiana SEA 76: AI Notification in Hiring & Ban on Unauthorized Workers
Indiana's Senate Enrolled Act 76, signed in March 2026, prohibits employers from knowingly hiring unauthorized workers and requires employers to notify applicants and employees whenever AI is used in employment decisions—including recruitment, hiring, promotion, discipline, and termination. Employers must update their hiring processes and AI-use disclosures to comply. The law takes effect May 2026.
KentuckyPay TransparencyEffective July 1, 2026
Kentucky Pay Transparency Law (S.B. 215) Takes Effect July 1, 2026
Senate Bill 215 requires Kentucky employers to disclose the wage, salary, or salary range in all internal and public job postings effective July 1, 2026. Employers are also prohibited from asking for or relying on an applicant's prior salary history in hiring decisions, and may not retaliate against applicants or employees who refuse to provide salary history. Employers should audit all job posting templates and revise hiring processes to remove salary history inquiries before the July 1 deadline.
LouisianaPay TransparencyEffective January 1, 2026
Louisiana Pay Transparency & Wage Notification Requirements Effective 2026
Louisiana now requires all employers to provide employees with wage information (rate, payment method, and frequency) at the time of hire and advance notice of any changes. Employers with 20 or more employees must also notify employees earning $35,000 or less annually about the earned income tax credit and how to claim it. These requirements are in effect for 2026 and apply regardless of business size for the basic wage notification obligation.
MainePay TransparencyEffective July 2026
Maine Enacts Pay Transparency Law Requiring Pay Ranges in Job Postings
On April 24, 2026, Governor Janet Mills signed LD 54 into law, requiring Maine employers with 10 or more employees to include pay ranges in all job postings (or disclose commission-based compensation) and maintain employee pay history records. Employers must audit and update job postings, revise recruitment policies, and train HR staff to handle pay range inquiries for both prospective and current employees. The law takes effect July 2026.
MarylandLeaveEffective Registration: Fall 2026; Contributions begin: January 1, 2027
Maryland FAMLI Employer Registration Opens Fall 2026, Contributions Begin Jan 2027
Maryland's FAMLI paid leave program (HB 102, signed May 6, 2025) requires all employers with at least one Maryland employee to register via paidleave.maryland.gov beginning Fall 2026. Contributions start January 1, 2027 at a combined rate of 0.90% of covered wages—split 0.45% employer / 0.45% employee for firms with 15+ employees; smaller employers must still withhold and remit the employee's 0.45% share. The first quarterly remittance is due April 30, 2027, and benefits become available to employees in January 2028.
MichiganLeaveEffective January 1, 2026 (wage and pay transparency); sick leave obligations phased from October 2025
Michigan Earned Sick Time Act & Pay Transparency Now in Full Effect
Michigan's Earned Sick Time Act expanded paid sick leave requirements effective February 2025 (fully operative into 2026), and as of 2026 employers with 25 or more employees must include salary ranges in job postings and disclose pay ranges to employees upon request. Additionally, statewide and city-level minimum wage increases took effect (e.g., Detroit $16.50/hr, Ann Arbor $16.00/hr, Grand Rapids $15.75/hr), and a Michigan Supreme Court ruling limits employers' ability to enforce contractually shortened limitations periods in employment agreements. Employers should immediately audit job postings for pay range disclosures, update sick leave accrual and usage policies, revise handbooks and manager training, and review any shortened limitations period clauses in employment contracts.
MinnesotaLeaveEffective April 30, 2026 (first premium payment deadline)
Minnesota Paid Leave Act: First Premium Payments Due April 30, 2026
Minnesota's Paid Family and Medical Leave (PFML) program took effect January 1, 2026, and employers must submit their first premium payments by April 30, 2026, based on wage detail reports covering Q1 2026 (January 1–March 31). The combined premium rate is 0.88% of wages, split equally between employer and employee, with benefits offering up to 20 weeks of paid leave per year. Employers must also comply with amended meal and rest break laws requiring at least 15-minute rest breaks every four consecutive hours and expanded meal break rules, with automatic wage penalties for violations.
MontanaGeneralEffective May 2026
Montana HB 226: State-Level Work Eligibility Verification Required
Montana HB 226 requires employers to verify new hires' legal work authorization before employment begins, adding state-level teeth to work eligibility verification beyond standard federal I-9 requirements. Employers must ensure their onboarding processes include compliant verification steps prior to an employee's first day of work. The Montana Department of Labor and Industry can audit any employer by random selection or complaint, with high-volume seasonal hiring identified as a known audit risk.
NebraskaGeneralEffective May 2026
Nebraska LB 921 Enacts State WARN Act with Stricter Notice Requirements
Nebraska's LB 921 establishes a state-level WARN Act that imposes more expansive notice obligations than the federal law, requiring employers to include job titles and names of affected employees, copies of or links to applicable handbooks and personnel policies, and NDOL notices listing affected employees' addresses. Employers must also post notices on-site in any language spoken by at least 5% of the workforce. The law took effect in May 2026 and employers planning covered layoffs or plant closings must ensure their WARN compliance processes are updated immediately.
NevadaSafetyEffective January 1, 2026
Nevada Wildfire Smoke Protections for Outdoor Workers (SB 260)
Nevada Senate Bill 260 requires employers with outdoor workers to adopt and implement a communications system to mitigate employee exposure to poor air quality caused by wildfire smoke. Employers must establish protocols and ensure required training in accordance with regulations issued by the Nevada Division of Industrial Relations. The employer implementation and enforcement provisions took effect January 1, 2026.
New HampshireClassificationEffective 2026
New Hampshire Bans Noncompete Agreements for Low-Wage Workers
New Hampshire prohibits noncompete agreements for employees earning at or below twice the federal minimum wage (currently $14.50/hour in 2026). Employers must also provide job applicants with a copy of any noncompete agreement before they accept an offer of employment. Employers should audit existing noncompete agreements and update hiring practices to ensure compliance.
New MexicoDiscriminationEffective June 1, 2026
New Mexico Human Rights Act AI Discrimination Prohibition (June 2026)
Effective June 1, 2026, New Mexico's amended Human Rights Act prohibits employers from using AI systems that have the effect of discriminating on the basis of protected classes, bars using ZIP codes as proxies for protected classes, and requires employers to notify employees when AI is being used in employment decisions. Employers must audit any AI tools used in hiring or workforce management for disparate impact and implement employee notification procedures before June 1, 2026.
New YorkLeaveEffective January 1, 2026
NYC Employers Must Provide 32 Hours of Unpaid Safe and Sick Leave Under Amended ESSTA
An amendment to New York City's Earned Safe and Sick Time Act (ESSTA) requires NYC employers to provide employees with a new, separate bank of 32 hours of unpaid safe and sick leave annually, available immediately upon hire and front-loaded at the start of each calendar year thereafter. Employers must track and report unpaid leave balances separately from existing paid leave balances, may set a minimum usage increment of up to four hours per day, and must update required ESSTA notices to reflect the new entitlement. This change also absorbs the former NYC Temporary Schedule Change Act obligations into this unpaid leave bank.
North CarolinaPostingEffective July 1, 2026
NC Employers Must Provide Written Pay Notice to New Hires
North Carolina now requires employers to provide new hires with a written explanation of their pay period, pay rates, deductions, contributions, employer-provided benefits, and all payroll codes at the time of hiring. Employers must update their onboarding documentation to include all required pay notice elements. The effective date for this requirement is part of the 2026 compliance changes, with health-care employers also facing a July 1, 2026 deadline to update workplace violence prevention programs.
North DakotaDiscriminationEffective July 1, 2026
North Dakota Bans Retaliation Against Volunteer Emergency Responders
Senate Bill 100 prohibits North Dakota employers from retaliating against employees who miss work due to serving as a voluntary emergency responder during an emergency alarm or declared state of emergency, provided certain requirements are met. Employers are not required to pay employees for missed time, but must allow substitution of accrued vacation or sick leave if the absence is unpaid. This protection takes effect July 1, 2026.
OregonDiscriminationEffective September 28, 2025
Oregon HB 3187: Age-Based Hiring Inquiry Restrictions Take Effect
Oregon HB 3187 prohibits employers from requesting or requiring applicants to disclose age-related information such as date of birth or education dates during the hiring process, with a narrow exception for bona fide occupational qualifications. Employers must revise application forms, coordinate with third-party recruiters and job platforms to remove age-related fields, and update hiring practices accordingly. The law took effect September 28, 2025, and violations under ORS 659A.030 expose employers to employee lawsuits with damages and attorney's fees.
PennsylvaniaPostingEffective January 3, 2026
Pennsylvania Veterans' Benefits Workplace Posting Requirement
Effective January 3, 2026, Pennsylvania employers with more than 50 full-time employees must post a notice prepared by the PA Department of Labor and Industry outlining federal and state veterans' benefits and services, including contact information for the VA Crisis Line and county directors of veterans affairs. Employers must integrate this posting into their standard workplace posting practices. Failure to comply adds a new compliance risk, particularly for multi-location employers.
TennesseeGeneralEffective March 6, 2026
Tennessee Preempts Local Employment Laws Effective March 2026
SB 674, effective March 6, 2026, prohibits local governments in Tennessee from adopting or enforcing any employment laws, ordinances, or policies that impose conditions exceeding or conflicting with state or federal law. This means local paid sick leave mandates and similar local employment requirements are no longer enforceable. Employers operating in Tennessee municipalities that had adopted such local rules should discontinue compliance with those local-only obligations.
TexasDiscriminationEffective January 1, 2026
Texas AI Anti-Discrimination Law Takes Effect Jan. 1, 2026
Texas enacted a new law prohibiting the development or deployment of AI systems with the intent to unlawfully discriminate against protected classes. Employers using AI tools in hiring, performance management, or other employment decisions must audit those systems to ensure they are not designed or used to discriminate. The law took effect January 1, 2026.
UtahClassificationEffective May 6, 2026
Utah Bans Noncompetes for Healthcare Workers & Vets (HB 270/SB 111)
Effective May 6, 2026, Utah employers are prohibited from entering into noncompete agreements with most licensed healthcare workers and all veterinarians (except those with at least 5% business ownership); any such agreements signed on or after that date are void. Hospitals must also establish a workplace violence incident reporting system by November 1, 2026, and report incident data annually to the Department of Health and Human Services. Employers should immediately review and revise any restrictive covenants involving healthcare or veterinary staff and begin planning for hospital workplace violence reporting infrastructure.
VirginiaPay TransparencyEffective July 1, 2026
Virginia Pay Transparency & Noncompete Overhaul Takes Effect July 1, 2026
Effective July 1, 2026, Virginia employers must include good-faith pay ranges in all job postings (internal and external), cease collecting salary history from applicants, and ensure any new noncompete agreement is voided if the employer terminates the employee without cause and without severance. Additionally, noncompete clauses are banned in new health care professional agreements. Employers face civil penalties up to $5,000 per subsequent violation for pay transparency breaches, plus a private right of action, and must audit agreements and retrain HR before the July 1 deadline.
WashingtonPostingEffective July 1, 2026
Washington New Hire Notice Requirements Take Effect Mid-2026
Washington employers must provide all new hires with a detailed written explanation of pay periods, pay rates, deductions, contributions, allowances, employer-provided benefits, and all payroll codes with descriptions. This is part of a broader wave of 2026 Washington employment law changes also including expanded Fair Chance Act restrictions on criminal record use and enhanced workplace violence prevention requirements for healthcare employers. Employers should update onboarding documentation and healthcare employers must revise workplace violence prevention programs before the applicable effective dates.
West VirginiaClassificationEffective July 1, 2026
West Virginia Mandates E-Verify for All Employers by July 1, 2026
West Virginia Senate Bill 522 (the West Virginia Jobs Protection Act) requires all employers to enroll in and use the federal E-Verify system to verify employment eligibility of new hires within three business days of their start date. Employers must also retain E-Verify records for at least three years and the requirements extend to independent contractors and subcontractors. Employers must be fully enrolled and compliant by July 1, 2026, with enforcement and penalties administered by the West Virginia Division of Labor.
WisconsinWage & HourEffective 2026 (specific date not confirmed in sources)
Wisconsin Employers Must Provide Written Pay Notices at Hiring
Wisconsin now requires employers to provide written explanations at the time of hiring covering the regular pay period, eligible pay rates, deductions and contributions, allowances toward minimum wage, employer-provided benefits, and all payroll codes with descriptions. Employers must update their onboarding documentation and payroll disclosure practices to comply. The requirement is effective in 2026, with specific compliance obligations already applicable.
Rhode IslandClassificationEffective Upon passage
Rhode Island E-Verify Compliance Act Requires Enrollment for Employers with 3+ Employees
Rhode Island enacted the E-Verify Compliance Act (S 2500), requiring all non-governmental employers with three or more employees to enroll in and use the federal E-Verify program to verify work eligibility of newly hired employees. Employers must immediately terminate any employee who receives a final non-confirmation notice from the Department of Homeland Security. Non-compliant employers may be reported to ICE's Investigations Division by the Department of Labor and Training.