With new state employment laws continuously being enacted, it can be challenging to keep up on each change and ensure that your policies and practices are compliant. We have your solution.
This monthly digest is designed to keep you apprised of upcoming major state law changes in areas including paid sick and safe leave laws, family and parental leave, recreational and medicinal marijuana use, workplace gun laws, asking candidates about salary history and unpredictable scheduling.
Here’s what’s on the horizon:
January 2026
- California ban on “stay-or-pay” employment contracts effective January 1.
- California adds workplace protections for victims of violence effective January 1.
- Colorado expands FAMLI benefits to NICU parents effective January 1.
- Connecticut further expands paid sick leave eligibility effective January 1.
- Delaware paid family and medical leave benefits begin January 1.
- Illinois enacts paid lactation break law on January 1.
- Illinois limits use of AI in hiring effective January 1.
- Minnesota paid family leave contributions begin January 1.
- Minnesota amends meal and rest break requirements effective January 1.
- New Hampshire enacts new unpaid leave for childbirth and child-related medical appointments on January 1.
- Oregon new hire notice requirements effective January 1.
- Oregon expands uses for paid sick leave effective January 1.
- Pittsburgh changes to paid sick leave law effective January 1.
- Rhode Island new hire notice requirements effective January 1.
- Washington expands domestic violence leave law effective January 1.
- Washington amends paid family and medical leave law effective January 1.
February 2026
- New California workers’ rights notice must be distributed by February 1.
- Changes to New York City Earned Safe and Sick Time and Temporary Schedule Change Acts effective February 22.
March 2026
- California employers must provide current employees with the opportunity to name an emergency contact by March 30.
May 2026
- Maine paid family and medical leave benefits available May 1.
June 2026
- Illinois enacts unpaid parental leave for employees with a child who is a patient in a NICU on June 1.
July 2026
- Washington expands “ban the box” law effective July 1.
2027
- California expands pay data reporting law effective January 1.
- Connecticut paid sick leave law covers all employees effective January 1.
- Maryland paid family and medical leave contributions begin January 1.
- Washington expands Healthy Starts Act effective January 1.
2028
- Maryland paid family and medical leave benefits begin January 3.
- California expands employees’ eligibility to receive state paid family leave benefits to those who are taking time off work to care for a seriously ill “designated person” effective July 1.
In case you missed it:
October 2025
- California regulations of AI use in employment decisions effective October 1.
- Connecticut Fair Employment Practices Act to add victims of sexual assault or human trafficking as protected classes effective October 1.
- Maryland limits the definition of “employer” under the state's parental leave law effective October 1.
- Michigan paid sick leave requirements for small businesses effective October 1.
- Nebraska paid sick leave law (as amended) effective October 1.
- Nevada Civil Air Patrol leave effective October 1.
- Montana adds job protection for volunteer first responders as of October 1.
- Cleveland pay transparency law effective October 27.
- Massachusetts pay transparency law changes effective October 29.
What to Watch:
2025 saw many changes – but what can we expect in the new year? Our predictions: additional state regulation of employers’ use of artificial intelligence; continued spread of wage transparency laws; noncompete salary thresholds; and expansion of paid and unpaid family medical leave laws.