Labor & Employment New Laws Effective Date Tracker

Practical Law Practice Note w-043-4390 (Approx. 37 pages)

Labor & Employment New Laws Effective Date Tracker

by Practical Law Labor & Employment

What's New

This box highlights the newest developments with which we have updated the charts below and republished the Tracker on the Practical Law site because of those developments. You can sign up to receive an email alert whenever we add a new law or regulation (which will appear in this What's New box) by clicking on the "bell" symbol on the right-hand side of this screen and specifying how often you want an alert.

We will delete developments from this box each week (or when we next republish the Tracker, if it has been more than a week since the last development). All relevant information will remain in the charts below until a month after the relevant effective date, when the entry will be moved to the Box, Past Effective Dates.

June 2024

Federal

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

June 17, 2024

Federal

Health & Safety

DOL final rule protecting miners from health hazards associated with exposure to silica dust takes effect (89 Fed. Reg. 28218 (Apr. 18, 2024)).

The permissible exposure limit to silica dust is lowered.

Mine operators must take certain protective measures.

June 18, 2024

Federal

Discrimination

EEOC final rule implementing the Pregnant Workers Fairness Act takes effect (89 Fed. Reg. 29096 (Apr. 19, 2024)).

The rule provides clarity to employers and workers about:

```
Who is covered under the law.
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The types of limitations and medical conditions covered.

How individuals can request reasonable accommodations.

State

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
June 1, 2024 (Delayed until July 1, 2024 by SB 828)	California	Wage & Hour	Minimum wage for health care workers increases (SB 525, amending Cal. Lab. Code §§ 1182.14 and 1182.15). (Delayed until July 1, 2024 by SB 828). For more information, see Law Firm Publication by Fisher Phillips.	Minimum wage rates increase pursuant to five separate schedules for covered health care employees, depending on the nature of employer.
June 1, 2024	Maryland	Non-Compete	Non-compete ban for licensed veterinary practitioners and technicians (HB 1388) takes effect. For more information, see Health Care Non-Compete State Law Chart: Overview: Maryland.	Non-compete and conflict of interest provisions for licensed veterinary practitioners are prohibited for employment contracts and similar documents and agreements.
June 1, 2024	Oregon	Leave Law	Deadline for employers to provide notice to employees that unpaid leave under the Oregon Family Leave Act (OFLA) will not be protected after July 1, 2024 (BLI-14-2024). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Oregon (Statewide Only)	Employers must provide written notice: That any approved unpaid OFLA leave scheduled to occur on or after July 1, 2024 will not be protected. Of the employee's ability to apply for benefits under Paid Leave Oregon.
June 6, 2024	Washington	Retaliation Captive Audience	Employee Free Choice Act (Engrossed Substitute SB 5778) takes effect.	Employers may not retaliate against employees for exercising their rights to refrain from attending meetings or listening to their employer's speech on political or religious matters.
June 6, 2024	Washington	Non-Compete	Non-compete statute is amended to: Limit certain exceptions. Set a deadline for disclosing the terms of a non-compete to applicants. Eliminate a requirement that plaintiffs under the statute must be a party to the non-compete. (See Law Firm Publication by Epstein Becker & Green).	Employers must disclose non-compete covenants to prospective employers no later than the time of initial acceptance of the employment offer, whether oral or written.
June 17, 2024	Louisiana Mississippi	Discrimination	Western District of Louisiana partially enjoined enforcement of the Pregnancy Workers Fairness Act Final Rule (State of La. V. E.E.O.C., (W.D. La. June 17, 2024)).	The requirement that "covered entities provide accommodation for the elective abortions of employees that are not necessary to treat a medical condition related to pregnancy" is postponed for: The States of Louisiana and Mississippi and their agencies. Any covered entity under the Final Rule regarding all employees whose primary duty station is located in those states. The church affiliates.
June 19, 2024	New York	Wage & Hour	Labor law amendments take effect, granting nursing mothers paid breaks to express breast milk (see S. 8306, Part J and Law Firm Publication by Fisher Phillips).	Public and private employers must begin providing paid 30-minute breaks for employees to express breast milk.
June 30, 2024	District of Columbia	Pay Transparency & Pay Equity	Wage Transparency Omnibus Amendment Act takes effect. For more information, see State and Local Pay Disclosure Requirements in Job Postings Chart: Overview: District of Columbia.	Employers must disclose the minimum and maximum salary or hourly pay in all advertised job listings.

July 2024

Federal

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

July 1, 2024

Federal

Wage & Hour

DOL final rule increasing the annual salary thresholds takes effect. For more information on the final rule, see Minimum Salary for the Executive, Administrative, and Professional Exemptions Under the FLSA: DOL Rulemaking Tracker: DOL 2022-2024 Rulemaking.

The annual thresholds for:

Executive, administrative, and professional (EAP) exemptions increase to $43,888 ($844 a week).

Highly compensated employee (HCE) exemptions increase to $132,964.

State

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
July 1, 2024	Multiple	Wage & Hour	Several state and local jurisdictions increase their minimum wage laws annually, effective July 1 of each year. For more information on increases effective July 1, 2024, see State and Local Minimum Wage Chart: Overview.	Employers should review the state and local minimum wage increases applicable to their employees.
July 1, 2024	California	Health & Safety	Deadline for employers to draft and implement a comprehensive workplace violence prevention plan (Cal. Lab. Code § 6401.9; for more information, see Practice Note, Workplace Violence Prevention Plan Requirements (CA) and Cal/OSHA Workplace Violence Prevention Guidance and Resources.	Employers must draft and implement a workplace violence prevention plan that includes: Identifying who is responsible for implementing the plan. Involving employees and their representatives. Accepting and responding to reports of workplace violence and prohibit employee retaliation. Communicating with employees regarding workplace violence matters. Responding to actual and potential emergencies. Developing and providing effective training. Identifying, evaluating, and correcting workplace violence hazards. Performing post incident response and investigations.
July 1, 2024	California	Wage & Hour	Minimum wage for healthcare workers increases (originally scheduled for June 1, 2024) (SB 828, amending Cal. Lab. Code §§ 1182.14 and 1182.15).	Minimum wage rates increase pursuant to five separate schedules for covered health care employees, depending on the nature of employer.
July 1, 2024	Colorado	Discrimination	Job Application Fairness Act (JAFA) (SB 23-058) takes effect. For more information, see Law Firm Publication by Ogletree Deakins.	Employers are prohibited from requesting or requiring that job applicants provide information related to "age, date of birth, or dates of attendance at or graduation from an educational institution" on initial employment applications.
July 1, 2024	Florida	Wage & Hour	Child labor law amendment takes effect (§ 450.081, Fla. Stat.).	Employers may allow minors 16 and 17 years of age to work more hours.
July 1, 2024	Illinois	Hiring Requirements Independent Contractors	Freelance Worker Protection Act (FWPA) takes effect (820 ILCS 193/1 to 193/99). For details regarding the law's requirements, see Standard Document, Independent Contractor/Consultant Agreement (Pro-Client) (IL): Drafting Note: Freelance Worker Protection Act.	Employers must comply with requirements for hiring or retaining freelance workers (as defined).
July 1, 2024	Illinois (Chicago)	Leave Law	City of Chicago's Paid Leave and Paid Sick Leave Ordinance takes effect. For more information, see Paid Sick Leave State and Local Laws Chart: Overview: Illinois Laws (Statewide and Local).	Employers must provide employees with up to 40 hours of paid leave to use for any reason and up to 40 hours of paid sick leave for specified reasons.
July 1, 2024	Minnesota	Non-Compete	Non-compete ban for customers hiring employees takes effect (SF 3852 , Art. 2, Sec. 53, adding Minn. Stat. Ann. § 181.9881). For more information, see Law Firm Publication by Fisher Phillips.	Service provider customers, including staffing company clients, may not "restrict, restrain, or prohibit" the hiring of a service providers' employees or independent contractors.
July 1, 2024	Nevada	Wage & Hour	Minimum wage increases and two-tiered minimum wage system expires. For more information, see Nevada Labor Commissioner Minimum Wage Bulletins (Apr. 2, 2024) and State and Local Minimum Wage Chart: Overview.	Increases minimum wage so that: All employees must receive a minimum wage of $12 per hour. Employees that earn $18 per hour or more are eligible for overtime at 1.5 times their regular rate of pay for over 40 hours worked in a week. Employees that earn less than $18 per hour are eligible for overtime at 1.5 times their regular rate of pay for over 8 hours worked in a 24-hour period or over 40 hours worked in a week.
July 1, 2024	New Jersey	Wage & Hour Discrimination	Domestic Workers' Bill of Rights Act (S-723/A-822) takes effect, providing domestic workers with anti-discrimination anti-harassment rights, health and safety protections, and privacy rights (N.J.S.A. 34:11-69 to 34:11-81).	Employers of domestic workers must: Provide notice to domestic workers about their rights. Enter into a written contract with the domestic worker. Provide domestic workers with rest and meal break times. Give advance notice to domestic workers before a termination.
July 1, 2024	New York (New York City)	Notice & Posting	Deadline for employers to post the Workers' Bill of Rights poster (N.Y.C. Admin. Code § 32-102). For more information, see Required Workplace Postings Chart (NY): Local Laws.	New York City employer must post the Workers' Bill of Rights poster in a conspicuous location visible to employees.
July 1, 2024	Oregon	Leave Law	Paid leave amendments take effect (Or. Rev. Stat. § 657B.020). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Oregon (Statewide Only).	Employees are entitled to a maximum of 14 weeks of paid leave per year and may no longer take additional weeks of unpaid leave.
July 1, 2024	South Dakota	Drug & Alcohol Health & Safety	Medical cannabis law amendments take effect (SDCL § 34-20g-22). For more information, see Medical and Recreational Marijuana State and Local Laws Chart: Overview: South Dakota (Medical).	Employers may refuse to hire prospective employees for safety sensitive jobs or take adverse action against employees in safety sensitive positions based solely on a positive test for cannabis metabolites.
July 1, 2024	Washington	Wage & Hour Notice & Posting	Law regulating employers' use of production quotas at warehouse distribution centers takes effect (Second Subst. HB 1762). For more information, see Law Firm Publication by Fisher Phillips.	Warehouse distribution center employers that use production quotas must: Consider several factors when establishing a quota. Provide written notice and a description of each applicable quota. Keep records of written quotas. Collect and store employee work speed data.

August 2024

State and Local

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
August 1, 2024	Minnesota	Discrimination	Pregnancy accommodation amendments take effect (SF 3852, amending Minn. Stat. Ann. § 181.939).	Employers must maintain coverage under any group insurance policy, group subscriber contract, or health care plan for any employee on leave for pregnancy accommodation.
August 1, 2024	Minnesota	Drug & Alcohol	Oral fluid testing is allowed as an alternative to traditional drug and alcohol testing (SF 3852, amending Minn. Stat. Ann. §§ 181.951, 181.953).	Employers authorized to test employees for drugs and alcohol may use oral fluid testing that does not require laboratory services.
August 1, 2024	Minnesota	Discrimination	Human Rights Act amendments take effect (HF 4109, amending Minn. Stat. Ann. § 363A.03).	The law amends the definitions as follows: "Discriminate" includes general harassment (rather than just sexual harassment). "Disability" includes an impairment that is episodic or in remission that would materially limit a major life activity when active. "Familial status" includes residing with and caring for individuals who: lack the ability to meet essential health, safety, and self-care requirements; or are unable to receive or evaluate information, or make or communicate decisions.
August 7, 2024	Colorado	Non-Compete	Restrictions on Training Repayment Agreement Provisions (TRAPs) take effect (HB 24-1324, amending Colo. Rev. Stat. § 8-2-113). For more information, see Law Firm Publication by Seyfarth Shaw LLP.	Employers that use TRAPS to recover payments for employee education and training expenses should be aware that: TRAPs are now included in the definition of "consumer credit sale" (Colo. Rev. Stat. § 5-1-301). TRAPs must satisfy any requirements established by the Attorney General. Violations may result in three times the amount of attempted recovery, a $5,000 penalty, plus attorneys' fees, costs, and interest.

September 2024

Federal

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

September 4, 2024

Federal

Non-Compete

Federal Trade Commission (FTC) Non-Compete Clause Rule banning most post-employment non-competes, with limited exceptions, takes effect, if implementation is not delayed or enjoined by pending lawsuits (89 Fed. Reg. 38342 (May 7, 2024)). If and when it becomes effective, it will be codified at 16 C.F.R. §§ 910.1 to 910.6. For more information, see Practice Note, Non-Compete Agreements with Employees: FTC Announces Final Rule Banning Post-Employment Non-Competes.

Except for existing agreements with certain senior executives (as defined) and non-competes entered into in connection with the sale of a business, employers may not:

Enter into or attempt to enter into a non-compete clause.

Enforce or attempt to enforce a non-compete clause.

Represent that a worker is subject to a non-compete clause.

If the rule is not enjoined or delayed, by the effective date employers must provide individualized notice to employees and former employees who are party to agreements containing non-competes prohibited by the rule and inform them that the provisions are void.

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

September 3, 2024

California (County of Los Angeles)

Hiring Requirements

Ban-the-Box

County of Los Angeles fair chance ordinance takes effect. For more information, see Ban-the-Box State and Local Laws Chart: Overview: California (Statewide and Local).

Employers in the unincorporated areas of Los Angeles County cannot, among other things:

Include statements in job postings that persons with a criminal history should not apply.

Inquire about criminal history before a conditional employment offer.

Consider certain types of criminal history.

Take adverse action or refuse to hire a person without conducting an individualized assessment.

September 1, 2024

Wisconsin

Wage & Hour

Earned wage access (EWA) law (AB 574) takes effect.

Employers may offer EWA benefits.

EWA providers must be licensed.

October 2024

State and Local

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
October 1, 2024	Maryland	Pay Transparency & Pay Equity	Pay transparency amendments take effect (SB 525). For more information, see State and Local Pay Disclosure Requirements in Job Postings Chart: Overview: Maryland (Statewide).	Employers must disclose the wage range or salary, benefits, and any other compensation information when posting a position concerning work to be performed at least in part in Maryland.
October 1, 2024	Maryland	Wage & Hour Notice & Posting	Wage disclosure amendments take effect (SB 38). For more information, see State Wage Statement Laws Chart: Overview.	Employers must: Provide written notices of employees' pay rate, regular paydays, and leave benefits at the time of hire. Include very detailed earnings information on pay stubs or online pay statements.
October 31, 2024	Minnesota	Leave Law	Wage detail reports due for Family and Medical Benefit Insurance program (Minnesota Paid Leave FAQs).	Employers must submit employee wage detail reports to the Paid Leave division based on wages paid between July 1, 2024 and September 30, 2024.

November 2024

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

November 21, 2024

South Carolina

Wage & Hour

Earned wage access law takes effect (SB 700).

Employees may access money earned before their standard pay day.

January 2025

State and Local

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
January 1, 2025	Multiple	Wage & Hour	Many state and local jurisdictions increase their minimum wage laws annually, effective January 1 of each year. For information on increases effective January 1, 2025, see State and Local Minimum Wage Chart: Overview.	Employers should review the state and local minimum wage increases applicable to their employees.
January 1, 2025	California	Health & Safety	Workplace violence law takes effect (SB 428).	Employers may seek a temporary restraining order against an individual who has harassed employees or engaged in workplace violence or threats of violence against employees.
January 1, 2025	Connecticut	Leave Law	Paid sick leave amendments take effect for employers with 25 or more employees (Substitute HB 5005). For more information, see Paid Sick Leave State and Local Laws Chart: Overview: Connecticut Laws (Statewide Only).	Employers with 25 or more employees must comply with the new paid sick leave law, which expands the reasons employees may take leave and who is covered, and changes how leave allocation is calculated.
January 1, 2025	Delaware	Leave Law	Healthy Delaware Families Act contributions begin (19 Del. C. § 3705). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Delaware (Statewide Only).	Employers with ten or more employees must enroll in the paid leave program and begin paying contributions. Employers may deduct up to 50% of premiums from employees' wages.
January 1, 2025	Illinois	Pay Transparency & Pay Equity	Equal pay act amendments take effect (HB 3129, amending 820 ILCS 112/5, 112/10, 112/15, 112/20, and 112/30).	Employers with 15 or more employees must include pay scale and benefits in any job posting.
January 1, 2025	Kentucky	Drug & Alcohol	Medical marijuana law takes effect (KRS 218B.025(1).) For more information, see Medical and Recreational Marijuana State and Local Laws Chart: Overview: Kentucky (Medical).	Registered patients with qualifying medical conditions may legally possess up to specified amounts of medicinal cannabis. However, employers are not required to accommodate medicinal cannabis and may enforce drug testing and drug-free workplace policies.
January 1, 2025	Maine	Leave Law	Family and Medical Leave Fund contributions begin (26 M.R.S.A. § 850-F). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Maine (Statewide Only).	Employers must begin paying contributions to the family and medical leave fund and may deduct up to 50% of the premiums from employees' wages.
January 1, 2025	Minnesota	Wage & Hour	Minimum wage amendments take effect (SF 3852, Art. 6, Sec. 3, amending Minn. Stat. Ann. § 177.24)	The amendment eliminates lower minimum wage tiers for: Small employers (less than $500,000 gross revenue per year). Employees under 18 years. Employees on J visas in the hospitality industry.
January 1, 2025	Minnesota	Pay Transparency & Pay Equity	Pay disclosure amendments take effect (SF 3852, Art. 7, Sec. 42, adding Minn. Stat. Ann. § 181.173). For more information, see Law Firm Publication by Fisher Phillips.	Employers with 30 or more employees must include a pay range or fixed pay rate in all job postings.
January 1, 2025	New York	Leave Law	Paid prenatal leave law takes effect (N.Y. Lab. Law § 196-b(4-a)). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: New York (Statewide Only, including Emergency COVID-19 Leave).	Private sector employers must provide pregnant employees with 20 hours of paid prenatal leave per year.
January 1, 2025	Oregon	Leave Law	Paid leave amendments take effect (Or. Rev. Stat. §§ 657B.010(18); 657B.020). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Oregon (Statewide Only)	Employers must allow employees to use paid leave to effectuate the legal process for foster care placement or adoption.
January 1, 2025	Washington	Leave Law	Paid sick leave amendments take effect (Substitute SB 5793). For more information, see Paid Sick Leave State and Local Laws Chart: Overview: Washington Laws (Statewide and Local).	Employers must update their paid sick leave policies to: Allow employees to use paid sick leave because of a school or place of care closure due to a federal, state, or local government emergency declaration. Expand the definition of "family member" to include a child's spouse and any person who regularly resides in the employee's home or whose relationship creates an expectation of care.

July 2025

State and Local

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
July 1, 2025	Multiple	Wage & Hour	Several state and local jurisdictions increase their minimum wage laws annually, effective July 1 of each year. For information on state and local minimum wage increases effective July 1, 2025, see State and Local Minimum Wage Chart: Overview.	Employers should review the state and local minimum wage increases applicable to their employees.
July 1, 2025	California (County of Los Angeles)	Wage & Hour	Los Angeles County's predictable schedule ordinance takes effect (Ordinance 2024-019). For more information, see Law Firm Publication by Ogletree, Deakins, Nash, Smoak & Stewart, P.C. and State and Local Predictive Scheduling and Fair Workweek Laws Chart: Overview	Los Angeles County retail employers with 300 or more employees nationwide must provide their employees with predictable schedules.
July 1, 2025	Colorado	Privacy	Colorado Privacy Act Amendments take effect (HB 1130, adding Colo. Rev. Stat. § 6-1-1314). For more information, see Legal Update, Colorado Amends Privacy Act to Add Protections for Biometrics and Minors.	Employers that collect biometric identifiers must do so only: To permit access to secure physical locations and secure electronic hardware and software applications. To record the beginning and end of the employee's full workday. To improve or monitor workplace safety or security. To improve or monitor public safety or security during an emergency or crisis situation. For uses aligned with the reasonable expectations of an employee's role or a prospective employee's background check, application, or identification requirements.
July 1, 2025	Maryland	Leave Law	Family and medical leave insurance fund contributions begin (Md. Code Ann., Lab. & Empl. §§ 8.3-601 and 8.3-705, as amended by SB 485). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Maryland (Statewide Only).	Employers must contribute to the family and medical leave insurance fund and can deduct up to 50% of the premiums from employees' wages.
July 1, 2025	Maryland	Non-Compete	Non-compete law for certain healthcare professionals takes effect (Md. Code Ann., Lab. & Empl. § 3-716, as amended by HB 1388). For more information, see Health Care Non-Compete State Law Chart: Overview: Maryland.	Non-competes are void with a health care employee who: Is required to be licensed under the Health Occupations Article. Is providing direct patient care. Earns $350,000 or less in total annual compensation. Non-competes are enforceable with health care employees earning more than $350,000 per year only if the restrictions do not: Exceed one year post-employment. Cover more than 10 miles from the employee's primary place of employment. On a patient's request, an employer of a health care employee earning more than $350,000 per year must notify the patient of the former employee's new practice location.
July 1, 2025	New Hampshire	Wage & Hour Leave Law	Nursing employee law takes effect. (HB 358, adding N.H. RSA § 275:78).	Employers must provide nursing employees with an unpaid 30-minute break for every three hours of work to express breast milk.
July 1, 2025	Vermont	Pay Transparency & Pay Equity	Pay equity leave takes effect (H 704, adding 21 V.S.A. § 495o). For more information, see Law Firm Publication by Fisher & Phillips LLP.	Employers with five or more employees must disclose the compensation or compensation range for open positions, except for: Commission-based positions. Tipped positions.
July 1, 2025	Washington	Pay Transparency & Pay Equity	Equal Pay and Opportunities Act amendments take effect (RCW 49.58.020 and 49.58.030, as amended by Substitute HB 1905).	Members of all protected classes under RCW 49.60.040 are entitled to equal pay protections.
July 31, 2025	New York	Leave Law	COVID-19 sick leave expires (SB 8306). For more information, see Paid Sick Leave State and Local Laws Chart: Overview: New York Laws (Statewide and Local, including Emergency COVID-19 Leave).	Employers are no longer required to provide paid sick leave for employees subject to a mandatory or precautionary order of quarantine for COVID-19.

November 2025

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

November 1, 2025

Minnesota

Leave Law

Notice & Posting

Family and Medical Benefit Insurance notice requirements take effect (Minn. Stat. Ann. § 268B.26). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Minnesota (Statewide Only).

Employers must:

Post a notice developed by the Commissioner of Employment and Economic Development in a conspicuous place in English and any primary language spoken by at least five employees.

Provide written information regarding the availability of paid family and medical leave benefits to all employees by the later of 30 days from beginning employment or December 2, 2025.

December 2025

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

December 2, 2025

Minnesota

Leave Law

Deadline to provide written notice regarding Paid Family and Medical Insurance (Minn. Stat. Ann. § 268B.26). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Minnesota (Statewide Only).

Employers must provide written information regarding the availability of paid family and medical leave benefits to all employees by the later of 30days from beginning employment or December 2, 2025.

January 2026

State and Local

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
January 1, 2026	Connecticut	Leave Law	Paid sick leave amendments take effect for employers with 11 or more employees. (Substitute HB 5005). For more information, see Paid Sick Leave State and Local Laws Chart: Overview: Connecticut Laws (Statewide Only).	Employers with 11 or more employees must comply with the new paid sick leave law, which expands the reasons employees may take leave and who is covered, and changes how leave allocation is calculated.
January 1, 2026	Delaware	Leave Law	Paid family and medical leave benefits take effect (19 Del. C. §§ 3702, 3703). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Delaware (Statewide Only)	Employers with ten or more employees must provide up to 12 weeks of paid family and medical leave to covered employees.
January 1, 2026	Minnesota	Leave Law	Family and Medical Benefit Insurance program takes effect (HF 2, adding Minn. Stat. Ann. §§ 268B.01 to 268B.29). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Minnesota (Statewide Only).	Employers must contribute premiums and provide up to 12 weeks of paid family and medical leave to covered employees.

February 2026

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

February 1, 2026

Colorado

AI

AI Act takes effect (SB 24-205). For more information, see Legal Update, Colorado Enacts Comprehensive AI Legislation Targeting Discrimination.

Developers (creators) and deployers (users) of "high-risk" AI systems and requiring that they use "reasonable care" to protect against consumers from "risks of algorithmic discrimination."

April 2026

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

April 30, 2026

Minnesota

Leave Law

Premiums due for Paid Family and Medical Leave Insurance program (Minnesota Paid Leave FAQs).

Employers must submit premiums to the Minnesota Department of Employment and Economic Development, based on wages earned between January 1, 2026 and March 31, 2026.

May 2026

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

May 1, 2026

Maine

Leave Law

Paid Family and Medical Leave benefits begin (26 M.R.S.A. §§ 843(4), 850-B). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Maine (Statewide Only).

Employers must provide up to 12 weeks of paid family and medical leave to covered employees.

July 2026

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

July 1, 2026

Maryland

Leave Law

Paid Family and Medical Leave benefits begin ((Md. Code Ann. Lab. & Empl., § 8.3-701(a)(1)). For more information, see Paid Family and Medical Leave State and Local Laws Chart: Overview: Maryland (Statewide Only).

Employers must provide up to 12 weeks of paid family and medical leave to covered employees.

January 2027

State and Local

Effective Date

Jurisdiction

Area of Law

Law or Regulation

Action Item(s)

January 1, 2027

Connecticut

Leave Law

Paid sick leave amendments take effect for all employers (Substitute HB 5005, amending Conn. Gen. Stat. Ann. §§ 31-57r to 31-57w). For more information, see Paid Sick Leave State and Local Laws Chart: Overview: Connecticut Laws (Statewide Only).

Employers with one or more employees must comply with the new paid sick leave law, which expands the reasons employees may take leave and who is covered, and changes how to calculate leave allocation.

Past Effective Dates

The following laws and regulations became effective more than a month ago:

Effective Date	Jurisdiction	Area of Law	Law or Regulation	Action Item(s)
May 8, 2024	California	Pay Transparency & Pay Equity	2023 pay data reports are due. For more information, see Practice Note, Discrimination Under the California Equal Pay and Fair Pay Acts: CRD Guidance on Pay Data Reporting.	Employers with 100 or more employees must submit their pay data reports.
May 1, 2024	Arizona (Phoenix)	Health & Safety	Deadline to comply with heat safety plan amendments (Ordinance G-7241).	City of Phoenix contractors and subcontractors must provide air conditioning in vehicles with closed cabs.
May 1, 2024	Utah	Drug & Alcohol	Medical cannabis amendments take effect (Utah Code § 26B-4-207(2)). For more information, see Medical and Recreational Marijuana State and Local Laws Chart: Overview: Utah (Medical)	Before taking adverse employment action against employees solely because they are medical cannabis cardholders, state and political subdivision employers must: Consult with legal counsel. Obtain approval from the mayor, county executive, or agency head.
April 26, 2024	Oklahoma	Drug & Alcohol	Medical marijuana law takes effect (Okla. Stat. tit. 63, §§ 420 to 426.1, as amended by SB 1995). For more information, see Medical and Recreational Marijuana State and Local Laws Chart: Overview: Oklahoma (Medical).	Patients with medical marijuana licenses may consume and possess specified amounts of marijuana. Employers may not refuse to hire, discipline, discharge, discriminate against, or otherwise penalize employees based solely on their status as a licensed medical marijuana patient or a positive drug test for marijuana.
April 19, 2024	Kansas	Wage & Hour	Earned wage access law takes effect (HB 2560).	Businesses may provide consumers access to earned but unpaid income based on employment, income, and attendance data obtained directly or indirectly from an employer. Registered businesses are prohibited from sharing with an employer a portion of any fees, voluntary tips, gratuities, or other donations received from or charged to a consumer for earned wage access services.
April 1, 2024	Federal	Pay Transparency & Pay Equity	Office of Personnel Management (OPM) Final Rule "Advancing Pay Equity in Governmentwide Pay Systems" takes effect (89 Fed. Reg. 5737 (Jan. 30, 2024)).	Federal employers may not set pay based on non-federal salary history.
April 1, 2024	California	Wage & Hour	Fast food worker minimum wage increases (Cal. Lab. Code § 1474).	Workers in fast food restaurants that are part of a national fast food chain must be paid at least $20 per hour.
April 1, 2024	New York (New York City)	Wage & Hour	App-based worker minimum wage increases.	New York City app-based workers must receive at least $19.56 per hour.

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