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.