Federal Changes

  • Federal Contractor Minimum Wage:
    • Law Identifier: Executive Order 14026
    • Summary: Increases the minimum wage for workers on federal contracts to $17.75 per hour.
    • Effective Date: January 1, 2025.
    • Implications: Employers with federal contracts will need to adjust payroll systems, potentially increasing labor costs. Workers will benefit from higher wages.
  • Overtime Rule:
    • Law Identifier: DOL Overtime Rule
    • Summary: The phase-two increase of the overtime exemption threshold has been halted, keeping it at roughly $35,000.
    • Effective Date: Current threshold remains in effect.
    • Implications: Employers must comply with the existing threshold, ensuring eligible employees receive appropriate overtime pay. Employees are protected under current overtime rules.

State-Specific Changes

Alabama:

  • No new employment laws reported for 2025.

Alaska:

  • Workers’ Compensation (Reemployment Provisions):
    1. Law Identifier: SB 147
    2. Summary: Allows for eligibility evaluations if an employee is unable to return to work for 90 consecutive days due to injury.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers may face increased workers’ compensation claims. Injured employees will have better access to reemployment evaluations.

Arizona:

  • Background Checks for Homecare Workers:
    1. Law Identifier: HB 2764
    2. Summary: Requires home health agencies to contact previous employers and verify that potential employees are not on the adult protective services registry.
    3. Effective Date: January 1, 2025.
    4. Implications: Home health agencies must implement thorough background checks, ensuring a safer environment for clients.

Arkansas:

  • No new employment laws reported for 2025.

California:

  • Privacy and Data Security (CCPA Amendments):
    1. Law Identifier: AB 1008
    2. Summary: Amends the CCPA to include AI systems capable of outputting personal information.
    3. Effective Date: January 1, 2025.
    4. Implications: Businesses must enhance data protection measures. Employees’ personal information will be better protected.
  • Discrimination (CROWN Act):
    1. Law Identifier: AB 1815
    2. Summary: Defines “race” to include traits associated with race, such as hair texture and protective hairstyles.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must update anti-discrimination policies. Employees will have greater protection against discrimination based on their natural hair and hairstyles.
  • Ban on Captive Audience Meetings:
    1. Law Identifier: SB 399
    2. Summary: Employers face penalties for holding mandatory meetings discussing religious or political matters.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must avoid holding mandatory meetings on sensitive topics. Employees will have more freedom from being compelled to attend such meetings.

Colorado:

  • Paid Family and Medical Leave Insurance:
    1. Law Identifier: SB 20-205
    2. Summary: Establishes a paid family and medical leave insurance program, providing up to 12 weeks of paid leave.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must manage the logistics of providing paid leave. Employees will benefit from paid leave for family and medical reasons.

Connecticut:

  • Wage Theft Penalties:
    1. Law Identifier: HB 5387
    2. Summary: Increases penalties for employers who fail to pay wages, including treble damages.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must ensure timely and accurate wage payments. Employees will have stronger protections against wage theft.

Delaware:

  • Paid Sick Leave:
    1. Law Identifier: SB 1
    2. Summary: Requires employers to provide paid sick leave to employees, accruing at a rate of one hour per 30 hours worked.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must provide paid sick leave, affecting staffing and operational costs. Employees will have access to paid sick leave, promoting better health and job security.

Florida:

  • No new employment laws reported for 2025.

Georgia:

  • No new employment laws reported for 2025.

Hawaii:

  • No new employment laws reported for 2025.

Idaho:

  • No new employment laws reported for 2025.

Illinois:

  • Equal Pay Act Amendments:
    1. Law Identifier: HB 3129
    2. Summary: Requires employers to obtain an equal pay registration certificate and submit wage records to the Department of Labor.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must comply with new reporting requirements and ensure equal pay practices. Employees will benefit from greater pay equity and transparency.

Indiana:

  • Pregnancy Accommodations:
    1. Law Identifier: HB 1309
    2. Summary: Mandates reasonable accommodations for pregnant employees, such as more frequent breaks and modified work schedules.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must provide reasonable accommodations for pregnant employees. Pregnant employees will have better support and accommodations.

Iowa:

  • No new employment laws reported for 2025.

Kansas:

  • No new employment laws reported for 2025.

Kentucky:

  • Pregnancy Accommodations:
    1. Law Identifier: HB 18
    2. Summary: Requires employers to provide reasonable accommodations for employees affected by pregnancy, childbirth, or related medical conditions.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must provide reasonable accommodations for pregnant employees. Pregnant employees will have better support and accommodations.

Louisiana:

  • No new employment laws reported for 2025.

Maine:

  • No new employment laws reported for 2025.

Maryland:

  • No new employment laws reported for 2025.

Massachusetts:

  • No new employment laws reported for 2025.

Michigan:

  • No new employment laws reported for 2025.

Minnesota:

  • Earned Sick and Safe Time:
    1. Law Identifier: HF 7
    2. Summary: Provides employees with earned sick and safe time, accruing at a rate of one hour per 30 hours worked.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must provide earned sick and safe time, affecting staffing and operational costs. Employees will have access to earned sick and safe time, promoting better health and job security.

Mississippi:

  • No new employment laws reported for 2025.

Missouri:

  • No new employment laws reported for 2025.

Montana:

  • No new employment laws reported for 2025.

Nebraska:

  • Wage Payment and Collection Act:
    1. Law Identifier: LB 1016
    2. Summary: Amends the Wage Payment and Collection Act to require employers to provide itemized wage statements to employees.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must provide itemized wage statements. Employees will benefit from greater transparency in wage payments.

Nevada:

  • No new employment laws reported for 2025.

New Hampshire:

  • Paid Family and Medical Leave:
    1. Law Identifier: HB 628
    2. Summary: Establishes a paid family and medical leave insurance program, providing up to 12 weeks of paid leave.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must manage the logistics of providing paid leave. Employees will benefit from paid leave for family and medical reasons.

New Jersey:

  • Temporary Workers’ Bill of Rights:
    1. Law Identifier: A1474
    2. Summary: Enhances protections for temporary workers, including equal pay for equal work and notice of job assignments.
    3. Effective Date: January 1, 2025.
    4. Implications: Employers must ensure compliance with new protections for temporary workers. Temporary

New Mexico

  • No new employment laws reported for 2025.

New York

  • COVID-19 Sick Leave:
    • Law Identifier: NY COVID-19 Sick Leave Law
    • Summary: Requires employers to provide at least five or 14 calendar days of sick leave, depending on the size of the employer.
    • Effective Date: January 1, 2025.
    • Implications: Employers must provide the required sick leave, impacting staffing and operational costs. Employees will have guaranteed sick leave, ensuring they can take time off when ill without fear of losing income.

North Carolina

  • No new employment laws reported for 2025.

North Dakota

  • No new employment laws reported for 2025.

Ohio

  • No new employment laws reported for 2025.

Oklahoma

  • No new employment laws reported for 2025.

Oregon

  • Paid Family and Medical Leave:
    • Law Identifier: HB 2005
    • Summary: Establishes a paid family and medical leave insurance program, providing up to 12 weeks of paid leave.
    • Effective Date: January 1, 2025.
    • Implications: Employers must manage the logistics of providing paid leave. Employees will benefit from paid leave for family and medical reasons.

Pennsylvania

  • Minimum Wage Increase:
    • Law Identifier: SB 12
    • Summary: Increases the state minimum wage to $15 per hour.
    • Effective Date: January 1, 2025.
    • Implications: Employers must adjust payroll systems to comply with the new minimum wage. Workers will benefit from higher wages, improving their financial stability and purchasing power.

Rhode Island

  • Equal Pay Law:
    • Law Identifier: SB 270
    • Summary: Strengthens the state’s equal pay law by prohibiting wage discrimination based on gender and requiring employers to provide equal pay for comparable work.
    • Effective Date: January 1, 2025.
    • Implications: Employers must ensure compliance with equal pay practices. Employees will benefit from greater pay equity and transparency.

South Carolina

  • No new employment laws reported for 2025.

South Dakota

  • No new employment laws reported for 2025.

Tennessee

  • No new employment laws reported for 2025.

Texas

  • No new employment laws reported for 2025.

Utah

  • No new employment laws reported for 2025.

Vermont

  • No new employment laws reported for 2025.

Virginia

  • No new employment laws reported for 2025.

Washington

  • Long-Term Care Insurance:
    • Law Identifier: HB 1087
    • Summary: Implements a long-term care insurance program funded by employee payroll deductions.
    • Effective Date: January 1, 2025.
    • Implications: Employers must manage payroll deductions for the long-term care insurance program. Employees will have access to long-term care insurance, providing financial support for long-term care needs.

West Virginia

  • Minimum Wage Increase:
    • Law Identifier: HB 2009
    • Summary: Increases the state minimum wage to $10 per hour.
    • Effective Date: January 1, 2025.
    • Implications: Employers must adjust payroll systems to comply with the new minimum wage. Workers will benefit from higher wages, improving their financial stability and purchasing power.

Wisconsin

  • No new employment laws reported for 2025.

Wyoming

  • No new employment laws reported for 2025.

DISCLAIMER: The information provided in this communication is for general informational purposes only and is not intended to constitute legal advice. While we strive to ensure the accuracy and completeness of the information, we make no guarantees regarding its accuracy, completeness, or timeliness. Employment laws are subject to change, and their application can vary based on specific circumstances. Employers and employees should consult with legal counsel or other professional advisors to obtain advice specific to their situation. We are not responsible for any errors or omissions, or for any actions taken based on this information.

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