California's New COVID-19 Sick Leave Mandate: What Employers Need to Know
#WorkforceWednesday: DOL Electronic Notices Guidance, EEO-1 Reporting Delayed, CA COVID-19 Paid Sick Leave - Employment Law This Week®
I-15 – Turning the Table: An Interview with the Podcast Host on Protected Employee Activity
All California employers should display the new minimum wage poster released by the California Department of Industrial Relations. The poster must be posted next to the Industrial Welfare Commission Wage Order that applies to...more
Employers covered by OSHA’s recordkeeping rules should prepare now for the upcoming deadline to post the OSHA 300A Annual Summary of workplace injuries and illnesses. The required posting period runs from February 1 through...more
At a Glance - Clarified Pay Transparency Requirements Effective Jan. 1, 2026: California employers are now able to publish a good-faith estimate of the salary or hourly wage they reasonably expect to pay a new hire at the...more
Unless exempt, California employers must post their annual summary of work-related injuries and illnesses in a visible and easily accessible location at each worksite from February 1 through April 30, 2026. Employers must use...more
In 2025, Illinois, Minnesota, Massachusetts, New Jersey, and Vermont joined the growing ranks of states to institute pay transparency laws. Heading into 2026 (and beyond), pay transparency laws will continue to expand at the...more
The California Division of Labor Standards Enforcement (DSLE) has updated the Healthy Workplaces/Healthy Families Act Paid Sick Leave poster, which reflects recent amendments to the state’s paid sick leave law....more
Along with these legislative changes, at least three new workplace postings are available on the Department of Industrial Relations website for employers to implement...more
2026 is bringing significant changes to Washington’s employment laws. This Update summarizes the changes taking effect on January 1, 2026, and highlights recent legal developments contributing to a rise in employment...more
California employers must promptly update their workplace postings because the Department of Labor Standards Enforcement (DLSE) recently released a revised Healthy Workplaces/Healthy Families Act (HWHFA) poster reflecting...more
Radio and television station employment units (SEUs) located in Arkansas, Louisiana, Mississippi, Kansas, Nebraska, Oklahoma, New Jersey, and New York with five or more full-time employees must prepare by Monday, February 2,...more
California employers will face new compliance requirements starting in 2026 involving pay transparency, stay or pay restrictions, WARN Act notices, pay data reporting, paid family leave eligibility, and new, mandatory...more
Minnesota employers face new requirements under the state’s Paid Leave law. Employers with employees in Minneapolis and Saint Paul also must comply with those cities’ amendments to their Earned Sick and Safe Time ordinances....more
Columbus’ new pay transparency law took effect on December 3, 2025, but enforcement does not start until January 1, 2027, giving Columbus employers ample time to update their hiring practices. Columbus, Cleveland, Cincinnati,...more
As the year winds down, HR teams juggle everything from holiday parties to payroll closeouts. But amid the festivities, it’s easy to overlook key compliance deadlines that occur at year’s end or early in the new year. Missing...more
Key Takeaways - Massachusetts recently enacted “An Act Relative to Salary Range Transparency,” which requires covered employers to disclose reasonable, good-faith pay ranges in job postings and to provide pay ranges to...more
Columbus is the most recent Ohio city to join the pay transparency wave. Effective January 1, 2027, employers will be required to disclose salary ranges in their job postings....more
Amendments to the New York City Earned Safe and Sick Time Act (ESSTA) and Temporary Schedule Change Act (TSCA) will take effect on Feb. 22, 2026. The changes expand employee rights and increase employers’ safe and sick...more
Labor & Workforce Development has published regulations to implement the state's new pay and benefits transparency law (Pay Transparency Act), which went into effect in June 2025. While the proposed regulations are not yet...more
New Jersey has enacted Assembly Bill A4429, signed into law on September 3, 2025, expanding the Worker Freedom from Employer Intimidation Act....more
As Election Day 2025 approaches, employers should ensure compliance with state and local laws governing employee voting leave. While not all jurisdictions require employers to provide time off to vote, many do—often with...more
Delaware recently enacted a pay transparency law requiring employers to include a pay range and general description of benefits in all job postings. This is Delaware’s first significant step to expand pay-related protections...more
The King County Board of Health has approved new rules requiring certain food establishments to display signs indicating whether they have unresolved labor violations. These changes will take effect in August 2026....more
In a landmark move, Rhode Island has become the first state in the United States to mandate workplace accommodations for employees and applicants experiencing menopause and related medical conditions. The law became effective...more
On September 26, 2025, Delaware Governor Matt Meyer signed House Substitute No. 2 to House Bill 105, adding Delaware to the growing list of states with pay transparency obligations for employers. Beginning in 2027,...more
The Washington Equal Pay and Opportunities Act (EPOA) (Chapter 49.58 RCW), the state’s pay transparency statute, imposes strict obligations on employers. Although recently effective amendments to the law provide employers...more