MT
OR
NV
CA
AZ
CO
SD
NE
NM
TX
LA
MO
MN
MI
WI
IL
IN
OH
AL
GA
FL
NY
PA
WV
VA
SC
TN
KS
WY
ID
UT
ND
OK
AR
IA
KY
MS
ME
AK
DE
PR
NH
VT
MA
RI
NJ
MD
CT
HI
NC
Employee Benefits
Criminal History
Civil Rights + Employee Protections
WA
Employee Leave + Accommodations
Employment of Minors
Legislation
Litigation
Non-Competes
Pay Transparency
Privacy
Wages
Mandatory Captive Audience
Additional Legislation
Illinois
Question 3 | Effective 01.03.25 — Voters in 2024 authorized the formation of a union and collective bargaining for rideshare drivers that will be overseen by state regulators who will approve agreements between the parties.
Massachusetts
New York
Oregon
Washington
HB 2161 | Effective 01.01.25 — Amends the Illinois Human Rights Act to make it a civil rights violation for any employer to discriminate on the basis of family responsibilities.
HB 3763 | Effective 01.01.25 — Expands employees' legal right to inspect and copy their employment records and limits the fee that an employer can charge for employees' records.
HB 4867 | Effective 01.01.25 — Amends the Illinois Human Rights Act to define “unlawful discrimination” to include discrimination based on reproductive health decisions.
HB 5561 | Effective 01.01.25 — Provides that an employer may not take retaliatory action against an employee who discloses or threatens to disclose to a public body conducting an investigation, or in a court, an administrative hearing, or any other proceeding initiated by a public body, information related to an activity, policy or practice of the employer.
SB 3310 | Effective 01.01.25 — Amends the Illinois Human Rights Act to extend the timeline for filing a charge for a violation of the Act from 300 days to two years after the alleged violation.
Civil Rights + Employee Protections
AB 8947C/SB 8358B | Effective 03.03.25 — Enacts the Retail Safety Act which requires covered retail employers to adopt a retail workplace violence prevention policy; develop and implement training programs to prevent workplace violence; and, effective Jan. 1, 2027, install panic buttons at the workplace.
A8907/S5081 | Effective 06.01.25 — Requires employers to establish an injury reduction program designed to identify and minimize the risks of musculoskeletal injuries and disorders among workers involved in performing manual materials handling tasks.
HB 4127 | Effective 01.01.25 — Relates to protections for warehouse workers by providing that an employer shall provide each employee with written documentation summarizing any quota to which the employee is subject.
HB 1905 | Effective 07.01.25 — Updates Washington Equal Pay and Opportunities Act to add protections for protected classes, defined as a person’s age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability.
Seattle App-Based Worker Deactivation Rights Ordinance | Effective 01.01.25 — Provides several deactivation-related rights and protections for covered app-based workers.
B 2400/SB 1402 | Effective 07.01.25 — Repeals statutory provisions limiting the dissemination of criminal history record information related to marijuana possession and revises provisions related to sealing or expunging certain criminal records.
AB 6637/SB 940 | Effective 03.22.25 — Makes it an unlawful discriminatory practice for any person, agency, bureau, corporation or association to require a person to provide a copy of their criminal history record under certain circumstances.
SB 754 | Effective 01.01.25 — Revises statutory provisions regarding expunged criminal records, including provisions allowing a person to answer “no” to an employer's inquiry about the person's criminal arrests, charges or convictions.
New York
Virginia
Missouri
Criminal History
HB 4719 | Effective 01.01.25 — Revises the state's Secure Choice Savings Program Act, which requires most employers to offer their own qualified retirement plan or facilitate participation in the state's Secure Choice retirement savings program.
HB 358 | Effective 01.01.25 — Establishes an employer tax credit for expenses related to building, maintenance, operation, or equipment-supply activities related a childcare facility, as well as for payments made to childcare facilities or employees for providing childcare at these facilities for employees’ children, and payments made to childcare facilities to reserve services for employees’ children.
Illinois
Alabama
Employee Benefits
HB 571/SB 485 | Effective 10.01.24 — Payroll deductions to fund the state paid family and medical leave program begin 07.01.25, benefits will be available beginning 07.01.26.
HP 163 (LD 258) Effective 01.01.25 — Contributions to the state paid family and medical leave program begin 01.01.25, benefits will be available beginning 05.01.26
Subs. 2 for SB 1 | Effective 01.01.25 — Healthy Delaware Families Act creating paid family and medical leave requirement: Contributions begin 01.01.25, benefits begin 01.01.26.
HB 5005 | Effective 01.01.25 — Lowers threshold for covered employers by employee count under Connecticut’s paid sick leave law from 50 to 25 employees; will reduce annually until 01.01.27, at which time it will apply to employers with one or more employees in the state.
Ballot Measure 1 | Effective 07.01.25 — Entitles employees to accrue a minimum of one hour of paid sick leave for every 30 hours worked up to a cap. For 15 or more employees, accrual and usage may be capped at 56 hours of paid sick leave per year | < 15 employees: accrual and usage may be capped at 40 hours of paid sick leave per year.
Delaware
Maine
Maryland
Connecticut
Alaska
Employee Leave + Accommodations
Missouri
Nebraska
New Hampshire
New York
Rhode Island
Washington
Proposition A | Effective 05.01.25 — Employers will be required to provide one hour of paid sick leave for every 30 hours worked. Employers with at least 15 employees may limit employees to using 56 hours of paid sick time each year, all other employers may limit employees to using 40 hours of paid sick time annually.
Initiative 436 | Effective 10.01.25 — Employees are entitled to a minimum of 1 hour of paid sick leave for every 30 hours worked: Employers with at least 20 employees may limit employees to 56 hours of paid sick leave annually; employers with fewer than 20 employees may limit employees to 40 hours of paid sick leave annually.
B 358 | Effective 07.01.25 — Requires employers with six or more employees to provide nursing employees with space and an unpaid break time of approximately 30 minutes for every three hours of work performed to express breast milk, unless employers can show that these accommodations would impose undue hardship on their business operations. Civil penalties for violations begin 07.01.26.
AB 8805/SB 8305 | Effective 01.01.25 — State budget bill includes provision mandating employers to provide 20 hours of paid prenatal leave during a 52-week calendar period.
New York City Ordinance No. Int 0892-2024-A | Effective 05.08.25 — Update to lactation accommodation requirements by requiring employers to distribute their written lactation room accommodation policy when a person is hired and make it available in an employer’s place of business as well as the employer’s intranet, if one exists. It also amends break time requirements to express breast milk from a “reasonable break time” to 30 minutes of paid break time with a further allowance to use existing paid break or mealtime for time in excess of 30 minutes.
HB 7171 (Substitute A as amended)/SB 2121 (Substitute A as amended) | Effective 01.01.25 — Increases leave under TCI to care for a newborn, or newly adopted child, or to care for a family member with a serious health condition from six weeks to seven weeks; additional increase to eight weeks effective 01.01.26.
HB 1991/SB 5793 | Effective 01.01.25 — Requires every employer to provide each of its employees with paid sick leave in a specified manner. An employee is authorized to use paid sick leave for certain reasons, including when, among other circumstances, the employee’s place of business has been closed by order of a public official for any health-related reason, or when an employee’s child’s school or place of care has been closed for such a health-related reason or after the declaration of an emergency.
HB 1093 | Effective 01.01.25 — Provides exemptions from certain hour and time restrictions for the employment of a minor who is at least 14 years of age and less than 16 years of age, and for those who are at least 16 years of age and less than 18 years of age.
SB 3646 | Effective 01.01.25 — Repeals Illinois' Child Labor Law and replaces it with the Child Labor Law of 2024, which specifies workplaces and industries in which minors can't work, details hours and times of day that minors can work, depending on their age, and requires employers of minors to ensure that the minor has a valid employment certificate and outlines civil and criminal penalties for violations of the provisions of the law.
HB 24-1095 | Effective 01.01.25 — Increases penalties for violations of the Colorado Youth Employment Opportunity Act of 1971; penalties will continue to increase on January 1 of each year thereafter for inflation.
Indiana
Illinois
Colorado
Employment of Minors
B 24-1122 | Effective 01.01.25 — Permits the issuance of a civil protection order to employers when a risk or threat of physical, psychological or emotional harm exists to their employees; previous standard for a civil protection order required imminent danger to employees.
Colorado
Legislation
PS 1199 | Effective 02.05.25 — Updates the law that governs arbitration proceedings when the parties don't choose an arbitration organization; when they do make that choice, the law complements the rules of their arbitration organization.
HB 5371 | Effective 01.01.25 — Amends the Illinois Human Rights Act to add that an aggrieved party can collect on a judicial order issued by the Circuit Court in an enforcement action initiated by the state, regardless of whether the aggrieved party intervened in the enforcement action. It also allows for higher penalties in cases in which employers are deemed to have committed pattern and practice violations.
Puerto Rico
Illinois
Litigation
SB 165 | Effective 01.01.25 — Restricts non-compete agreements for primary care physicians from exceeding three years; subsequent agreements executed after initial three-year term may not include non-compete provisions.
HB 1633 | Effective 01.01.25 — Restricts the ability of employers and healthcare practitioners to enter into non-compete agreements.
HB 1905 | Effective 07.01.25 — Updates Washington equal pay and opportunities act to add protections for protected classes, defined as a person's age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability.
Seattle App-Based Worker Deactivation Rights Ordinance | Effective 01.01.25 — Provides several deactivation-related rights and protections for covered app-based workers.
HB 1388 | Effective 07.01.25 — Bans or restricts non-compete and conflict of interest provisions for healthcare professionals licensed under the Health Occupations Article who provide “direct patient care.”
SB 2770 | Effective 01.01.25 — Amends the Illinois Freedom to Work Act to provide that a covenant not to compete or a covenant not to solicit is void and illegal with respect to individuals employed in construction, regardless of whether an individual is covered by a collective bargaining agreement.
Maryland
Pennsylvania
Louisiana
Illinois
Non-Competes
HB 4890 | Effective 10.29.25 — Requires Massachusetts employers with 25 or more employees in the commonwealth to disclose the pay range for jobs in the posting of the position and to employees offered a promotion or transfer and to an employee or applicant upon request.
AB 4151/SB 2310 | Effective 06.01.25 — Requires transparency concerning compensation with promotional opportunities and in employment listings and provides for civil penalties. An employer must make reasonable efforts to announce, post or otherwise make known opportunities for promotion.
HB 704 | Effective 07.01.25 — Requires most written job advertisements to include certain information regarding the type and range of monetary compensation that an employer expects to offer.
HF 3947/SF 3852 | Effective 01.01.25 — Requires employers with at least 30 employees to include pay rate and benefits information in job postings and solicitations.
HB 3129 | Effective 01.01.25 — Requires employers with 15 or more employees to include the pay scale and benefits for a job position in any specific job postings. Employers must announce, post or otherwise make known all opportunities for promotion to all current employees within 14 calendar days after employers make an external job posting for positions. Certain state government positions are excluded.
Minnesota
New Jersey
Vermont
Massachusetts
Illinois
Pay Transparency
HB 154 | Effective 01.01.25 — Creates the Delaware Personal Data Privacy Act and provides that a consumer has the right to, among other things, confirm whether a controller is processing the consumer's personal data and access such personal data unless such confirmation or access would require the controller to reveal a trade secret.
SF 262 | Effective 01.01.25 — Creates Iowa’s Consumer Privacy Act covering businesses that control or process personal data on 100,000 consumers in the state or derive 50 percent of their revenue from selling the data of more than 25,000 consumers.
HB 567/SB 541 | Effective 10.01.25 — Authorizes a consumer to exercise certain rights in regard to the consumer's personal data and requires a controller of personal data to establish a method for a consumer to exercise certain rights in regard to the consumer's personal data.
SB 508 | Effective 01.01.25 — Amends the Right to Privacy in the Workplace Act such that employers who use E-Verify must follow the requirements of the Right to Privacy in the Workplace Act.
HB 24-1130 | Effective 07.01.25 — Amends the Colorado Privacy Act to add protections for an individual's biometric data by requiring a person that, alone or jointly with others, determines the purposes for and means of processing biometric data (controller) to adopt a written policy with various requirements.
Illinois
Iowa
Maryland
Delaware
Colorado
Privacy
Nebraska
New Hampshire
New Jersey
LB 1074 | Effective 01.01.25 — Establishes a consumer data privacy law that applies broadly to entities conducting business in the state; small businesses are exempt from most provisions but must obtain opt-in consent before selling sensitive information. The law includes a 30-day cure period for violations.
SB 255 | Effective 01.01.25 — Establishes a consumer data privacy law for the state requiring businesses to implement robust data security measures and provide clear privacy notices. It also grants consumers the right to access, correct and delete their personal data.
AB 1971/SB 332 | Effective 01.15.25 — Establishes a consumer data privacy law for the state that will protect data that qualifies as “personal data” — information that is linked or reasonably linkable to an identified or identifiable person.
Proposition A | Effective 01.01.25 — Increases the state minimum wage to $13.75 effective 01.01.25; increases to $15.00 in 01.01.26 with annual adjustments thereafter based on the Consumer Price Index.
AB 259 | Effective 01.01.25 — Prohibits providers of jobs and day training services from entering into contracts on or after 01.01.25 that pay subminimum wages to disabled individuals; providers may not pay subminimum wages at all to disabled individuals on or after 01.01.28.
Ballot Measure 1 | Effective 07.01.25 — Increases the state’s minimum wage to $13.00 effective 07.01.25; phased increases until 2027, when the minimum wage would be $15.00 and thereafter adjusted annually for inflation.
Nevada
Missouri
Alaska
Wages
SB 3649 | Effective 01.01.25 — Prohibits employers from disciplining, discharging, penalizing, or threatening to do same to employees for refusing to attend mandatory employer-sponsored meetings in which the employer communicates its opinion about religious or political matters.
Ballot Measure 1 | Effective 07.01.25 — Prohibits employers from compelling employees to attend meetings regarding religious or political matters.
Illinois
Alaska
Mandatory Captive Audience
SB 47 | Effective 01.01.25 — Legalizes medical marijuana but does not require employers to accommodate medicinal cannabis use and related activities in the workplace nor bar them from establishing drug-free workplaces.
HB 7058/SB 2128 | Effective 01.01.25 — Requires employers in the state with more than 50 employees to display a poster containing basic information on veterans' benefits and services created and distributed by the DLT in consultation with the Office of Veterans Services.
HB 14/SB 381 | Effective 07.01.25 — Provides that an employer's account shall not be relieved of charges relating to an erroneous payment if the Virginia Employment Commission determines that the employer has failed to respond timely or adequately to a written request for information related to the claim and the employer has established a pattern of failing to respond timely or adequately to such requests, as described in the law.
HB 1336 | Effective 01.01.25 — Prohibits certain employers from banning employees’ storage of firearms or ammunition in their locked vehicles and all employers from inquiring into or searching for firearms or ammunition in the locked vehicles. Also provides civil immunity to employers for any economic loss, injury or death that results from an employer’s adherence to this law.
SB 3208 | Effective 01.01.25 — Provides that an employer shall maintain a copy of an employee's pay stub for a period of not less than a specified number of years after the date of payment.
New Hampshire
Rhode Island
Virginia
Kentucky
Illinois
Additional Legislation
