KS
ID
GA
NC
SC
TX
TN
WI
WY
OH
FL
HI
MS
ND
OK
SD
UT
WV
AZ
MT
NM
MI
VA
VT
WA
RI
PA
PR
OR
NV
NH
NE
NY
NJ
MO
MD
ME
MN
MA
LA
KY
IA
IN
IL
DE
CO
CT
CA
AR
AL
AK
Disparate Impact
Class Action/Employment Litigation
Pay Equity
Privacy, AI + Data Security
Stay or Pay Policies
Training
Wage and Hour
Worker Safety
Workplace Analytics
Labor Relations
Immigration
Disability, Leave and Health Management
Civil Rights
Background Checks/Ban the Box
HB 5184/SB 169 | Effective 01.01.26 | Enacted 06.26.25
Prohibits credit bureau reporting of a consumer’s medical debt.
States that “credit reports” (for employment and other purposes) do not include any report containing information solely as to transactions or experiences between the consumer and a healthcare provider for medical debt.
Prohibits garnishment of wages based on medical debt.
Prohibits garnishment of wages based on medical debt.
Prohibits garnishment of wages based on medical debt.
Pennsylvania: Philadelphia Fair Criminal Record Screening Standards Ordinance Philadelphia File #250373 | Effective 01.01.26 | Enacted 10.08.25
Updates the City’s Ban the Box and Criminal Usage laws, among others.
Rhode Island
Pennsylvania
Background Checks/Ban the Box
AB 8699/SB 8338 | Effective 12.19.25 | Enacted 12.19.25
Clarifies the standard for when a workplace practice has a discriminatory effect.
Provides that an unlawful discriminatory practice may be established by such practice’s discriminatory effect, even if it was not motivated by a discriminatory intent.
Iowa SF 418 | Effective 07.01.26 | Enacted 02.28.25
Removes gender identity from the list of protected classes.
SB 303 | Effective 01.01.26 | Enacted 10.01.25
Provides that unlawful discrimination does not include an employee’s assessment, testing, admission or acknowledgment of their own personal bias made in good faith and solicited or required as part of a bias-mitigation training.
New York
Iowa
California
Civil Rights
HB 1213 | Effective 01.01.26 | Enacted 05.17.25
Extends job restoration rights under Paid Family and Medical Leave program to employees who work for an employer with
25 or more employees from 01.01.26–12.31.26.
15 or more employees from 01.01.27–12.31.27.
8 or more employees from 01.01.28–12.31.28.
Applies to any employee who has worked for a covered employer for at least 180 calendar days before taking leave.
Applies to any employee who has worked for a covered employer for at least 180 calendar days before taking leave.
Applies to any employee who has worked for a covered employer for at least 180 calendar days before taking leave.
Applies to any employee who has worked for a covered employer for at least 180 calendar days before taking leave.
HB 6161/SB 361 | Effective 06.24.25 | Enacted 06.24.25
Updates and expands the current law to include menopause and menopause-related conditions in the law on fair employment practices pertaining to pregnancy and pregnancy-related conditions.
Pennsylvania: Philadelphia File # 250849 | Effective 01.01.27 | Enacted 11.20.25
Explicitly protects employees from discrimination on the basis of menstruation, perimenopause and menopause, all under certain terms and conditions.
Pennsylvania: Pittsburgh Ordinance #11-2025 | Effective 01.01.26 | Enacted 06.10.25
Employers with at least 15 employees must provide at least 72 hours of paid sick leave per year.
Employers with fewer than 15 employees must provide 48 hours per year.
Accelerates the rate at which employees accrue paid sick leave: Employees working within Pittsburgh city limits — regardless of employer size — must accrue a minimum of one hour of paid sick leave for every 30 hours worked (previously, every 35 hours worked).
Accelerates the rate at which employees accrue paid sick leave: Employees working within Pittsburgh city limits — regardless of employer size — must accrue a minimum of one hour of paid sick leave for every 30 hours worked (previously, every 35 hours worked).
New York City File #0780-2024 | Effective 02.22.26 | Enacted 10.25.25
Allows safe/sick time under the City’s Earned Safe and Sick Time Act (ESSTA) to be used to provide care for a child or care recipient, to attend a legal proceeding for subsistence benefits or housing, to respond to a public disaster, or to respond to workplace violence.
Provides an additional 32 hours of unpaid safe/sick time under ESSTA.
New Hampshire HB 2 | Effective 01.01.26 | Enacted 06.27.25
Requires employers with at least 20 employees to allow workers up to 25 hours of unpaid leave to attend medical appointments related to childbirth, postpartum care or their child’s pediatric visits during the first year after birth or adoption.
If both parents work for the same employer, they must share the 25-hour total.
Employers are not obligated to pay for this time off, but employees can use accrued paid leave.
Upon return, employees must be reinstated to their original job.
Reasonable notice and scheduling to avoid disruption are required, and employers may request documentation to verify the purpose of the leave.
Paid Family and Medical Leave | Contributions began 01.01.25 | Applications for benefits begin 05.01.26
Covers absences for an employee’s: (1) own serious medical needs; (2) to bond with a child after birth, fostering or adoption; (3) to care for a family member with a serious health condition; (4) for emergencies related to a family member’s military deployment; or (5) to find safety after abuse or violence.
SB 212 | Effective 01.01.26 | Enacted 08.01.25
Amends the Nursing Mothers in the Workplace Act to require employers to compensate a nursing employee during the break time provided under the Act at the employee’s regular rate of compensation.
Prohibits employers from requiring an employee to use paid leave during the break time or reducing an employee’s compensation during the break time in any other manner, absent an undue hardship.
HB 2978 | Effective 06.01.26 | Enacted 08.15.25
Creates the Family Neonatal Intensive Care Leave Act.
Employers with 16-50 employees: Provides that an employee will be entitled to use up to 10 days of unpaid neonatal intensive care leave while any child of the employee is a patient in a neonatal intensive care unit.
Employer with 51+ employees: Provides that an employee will be entitled to use up to 20 days of unpaid neonatal intensive care leave while a child of the employee is a patient in a neonatal intensive care unit.
Provides that, upon the conclusion of leave taken under the Act, an employee will be reinstated to their former position or a substantially equivalent one with no loss of benefits held or accrued prior to taking leave.
Delaware Paid Family and Medical Leave | Contributions began 01.01.25 | Claims applications may be submitted beginning 01.01.26
Covers absences due to the employee’s or a family member’s serious health condition, a family member’s overseas military deployment, and care for a new child.
SB25-144 | Effective 08.06.25 | Enacted 05.30.25
Expands FAMLI on 01.01.26 to allow eligible employees to take up to an additional 12 weeks of FAMLI leave to care for a NICU patient for a total of 24 weeks.
SB 590 | Effective 01.01.26 | Operative 07.01.28 | Enacted 10.13.25
Expands eligibility for benefits under the Paid Family Leave program to include individuals who take time off work to care for a seriously ill designated person.
Rhode Island
Pennsylvania
New York
New Hampshire
Minnesota
Maine
Illinois
Delaware
Colorado
California
Washington
Disability, Leave and Health Management
AB 8699/SB 8338 | Effective 12.19.25 | Enacted 12.19.25
Clarifies the standard for when a workplace practice has a discriminatory effect.
Provides that an unlawful discriminatory practice may be established by such practice’s discriminatory effect, even if it was not motivated by a discriminatory intent.
New York
Disparate Impact
AB 288 | Effective 01.01.26 | Enacted 09.30.25
Expands the PERB’s jurisdiction by authorizing certain workers to petition the PERB to protect and enforce their rights, as provided, if certain conditions are satisfied, among other provisions.
Litigation has been brought to enjoin the enforcement of this law and, to date, a partial preliminary injunction is in place.
Litigation has been brought to enjoin the enforcement of this law and, to date, a partial preliminary injunction is in place.
Illinois
California
Class Action/Employment Litigation
HB 1974 | Effective 01.01.26 | Enacted 04.21.25
Creates a requirement for public employers to enroll with and use E-Verify to verify all new employees.
Arkansas
Immigration
AB 4429/SB 3302 | Effective 12.02.25 | Enacted 09.23.25
Expands prohibitions on employers concerning requirements for employees to attend or listen to communications related to political matters.
California AB 288 | Effective 01.01.26 | Enacted 09.30.25
Expands the PERB’s jurisdiction by authorizing certain workers to petition the PERB to protect and enforce their rights, as provided, if certain conditions are satisfied, among other provisions.
itigation has been brought to enjoin the enforcement of this law, and to date, a partial preliminary injunction is in place.
New Jersey
California
Labor Relations
HB 2488 | Effective 06.30.26 | Enacted 06.30.25
Amends the Equal Pay Act and the Prevailing Wage Act to remove references to the federal Annual Employer Information Report; changes certain references to the Office of Apprenticeship within the U.S. Department of Labor’s Employment and Training Administration.
Maintains state obligations despite removal of federal regulations.
Illinois
Pay Equity
HB 3773 | Effective 01.01.26 | Enacted 08.09.24
Provides that it is a civil rights violation for an employer:
To use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes identified under the Article or to use zip codes as a proxy for protected classes identified under the Article with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment.
To fail to provide notice to an employee that the employer is using artificial intelligence.
SB 53 | Effective 01.01.26 | Enacted 09.29.25
Enacts the Transparency in Frontier Artificial Intelligence Act, which exempts from the California Public Records Act a report of a critical safety incident submitted to the Office of Emergency Services, a report of assessments of catastrophic risk from internet use, and a covered employee report made pursuant to the whistleblower protections.
Illinois
California
Privacy, AI + Data Security
AB 584/SB 4070 | Effective 12.19.25 | Enacted 12.19.25
Prohibits the use of employment promissory notes.
PProvides that no employer may require, as a condition of employment, any worker or prospective worker to execute an employment promissory note.
PProvides that the execution of an employment promissory note as a condition of employment is unenforceable, and any such note will be null and void.
Provides that an employee who is sued by an employer seeking to enforce the provisions of such a note shall be able to recover attorney’s fees upon a successful defense.
AB 692 | Effective 01.01.26 | Enacted 10.13.25
Makes it unlawful to have, or to require a worker to execute as a condition of employment or a work relationship, any employment contract with specified contract terms requiring a worker to assume a debt if the employment is terminated, except as provided;
PProvides that the unlawful contract is a contract in restraint of trade and is void; and
Provides for a private right of action.
New York
California
Stay or Pay Policies
SB 513 | Effective 01.01.26 | Enacted 10.11.25
Expands the scope of personnel records that current and former employees or their representatives have a right to inspect and/or receive copies of their records to include education or training records, and requires those records to contain certain information about the training.
California
Training
HB 5679/SB 70 | Effective 01.01.26 | Enacted 01.01.25
Requires the employer to furnish to their employees a written notice containing employment information related to wages, rates of pay, allowances, benefits and deductions from pay, as well as the employer’s identifying information at the start of employment.
SB 906 | Effective 01.01.26 | Enacted 05.28.25
Provides that an employer must provide all employees at the time of hire with a written explanation of earnings and deductions shown on itemized statements.
The explanation must include general information on the employer’s established regular pay period, benefit deductions and payroll codes, among other things.
Provides that the Bureau of Labor and Industries will develop a model written guidance document and translations.
Provides civil penalties for violations.
Includes a requirement to update annually.
SF 17 | Portions effective 07.01.25 and 01.01.26 | Enacted 06.14.25
Omnibus bill that provides for: (1) Amending rest break requirements from “adequate time” to a rest break of at least 15 minutes or enough time to utilize the nearest convenient restroom, whichever is longer, every four consecutive hours of work; (2) increasing unpaid meal break entitlement to each employee who is working at least six consecutive hours a meal break of at least 30 minutes; and (3) changing Earned Sick and Safe Time as follows: Employees can voluntarily trade shifts or seek replacements when on sick leave.
Employers may advance sick time based on the number of hours the employer anticipates the employee will work for the rest of the accrual year, and the employer may require reasonable documentation after the employee missed two consecutive scheduled workdays.
HB 2488 | Effective 06.30.26 | Enacted 06.30.25
Amends the Equal Pay Act and the Prevailing Wage Act to remove references to the federal Annual Employer Information Report; changes certain references to the Office of Apprenticeship within the U.S. Department of Labor’s Employment and Training Administration.
Maintains state obligations despite removal of federal regulations.
Rhode Island
Oregon
Minnesota
Illinois
Wage and Hour
Boston Ordinance to protect workers from heat-related illness and injuries in Boston, File # 2025-0135 | Effective 02.27.26 | Enacted 08.27.25
Requires covered contractors and subcontractors whose employees perform work in a setting at risk of causing heat illness, as determined by the Office of Labor Compliance and Worker Protections, to provide a Heat Illness Prevention Plan Affidavit on the Office of Labor Compliance and Worker Protections form before they can begin work.
Massachusetts
Worker Safety
SB 464 | Effective 01.01.26 | Enacted 10.13.25
Requires employers to collect and store demographic information gathered separately from employees’ personnel records.
Beginning 01.01.27, increases the number of job categories private employers must report on for existing pay data reporting requirements.
California
Workplace Analytics
Minnesota Paid Family and Medical Leave | Contributions and benefits begin 01.01.26
Covers absences for an employee’s: (1) own serious health condition; (2) bonding with a child after birth, adoption or foster placement; (3) caring for a family member with a serious health condition; (4) family member’s call to active duty; or (5) response to certain personal safety issues, including sexual assault and stalking.
Minnesota SF 17 | Portions effective 07.01.25 and 01.01.26 | Enacted 06.14.25
Omnibus bill that provides for: (1) amending rest break requirements from “adequate time” to a rest break of at least 15 minutes or enough time to utilize the nearest convenient restroom, whichever is longer, every four consecutive hours of work; (2) increasing unpaid meal break entitlement to each employee who is working at least six consecutive hours a meal break of at least 30 minutes; and (3) changing Earned Sick and Safe Time as follows: Employees can voluntarily trade shifts or seek replacements when on sick leave.
Employers may advance sick time based on the number of hours the employer anticipates the employee will work for the rest of the accrual year, and the employer may require reasonable documentation after the employee missed two consecutive scheduled workdays.
California AB 288 | Effective 01.01.26 | Enacted 09.30.25
Expands the PERB’s jurisdiction by authorizing certain workers to petition the PERB to protect and enforce their rights, as provided, if certain conditions are satisfied, among other provisions.
Litigation has been brought to enjoin the enforcement of this law, and to date, a partial preliminary injunction is in place.
HB 3773 | Effective 01.01.26 | Enacted 08.09.24
Provides that it is a civil rights violation for an employer:
To use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes identified under the Article or to use zip codes as a proxy for protected classes identified under the Article with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment.
To fail to provide notice to an employee that the employer is using artificial intelligence.
HB 3773 | Effective 01.01.26 | Enacted 08.09.24
Provides that it is a civil rights violation for an employer:
To use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes identified under the Article or to use zip codes as a proxy for protected classes identified under the Article with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment.
To fail to provide notice to an employee that the employer is using artificial intelligence.
Pennsylvania: Philadelphia File # 250849 | Effective 01.01.27 | Enacted 11.20.25
Explicitly protects employees from discrimination on the basis of menstruation, perimenopause and menopause, all under certain terms and conditions.
Pennsylvania: Pittsburgh Ordinance #11-2025 | Effective 01.01.26 | Enacted 06.10.25
Employers with at least 15 employees must provide at least 72 hours of paid sick leave per year.
Employers with fewer than 15 employees must provide 48 hours per year.
Accelerates the rate at which employees accrue paid sick leave: Employees working within Pittsburgh city limits — regardless of employer size — must accrue a minimum of one hour of paid sick leave for every 30 hours worked (previously, every 35 hours worked).
Rhode Island HB 5184/SB 169 | Effective 01.01.26 | Enacted 06.26.25
Prohibits credit bureau reporting of a consumer’s medical debt.
States that “credit reports” (for employment and other purposes) do not include any report containing information solely as to transactions or experiences between the consumer and a healthcare provider for medical debt.
Prohibits garnishment of wages based on medical debt.