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Navigating legal changes might not be the most glamorous part of running a business, but it’s absolutely essential. That’s why we’ve done the heavy lifting for you, gathering the latest updates to keep you informed and prepared.
Take a moment to review these changes—it’s a simple step that can make a big difference in ensuring your workplace stays ahead of the curve. Because when compliance is handled with care, everything else runs a little smoother.
Grab a moment to check them out!
MASSACHUSETTS
Massachusetts First Annual EEO Report Due
By February 1, 2025, Massachusetts employers that have 100 or more employees and are subject to federal EEO-1, EEO-3 or EEO-5 reporting requirements must submit the previous year’s EEO report to the Massachusetts Secretary of the Commonwealth.
Employers subject to EEO-1 reporting must submit the previous year’s report by February 1 each year, and employers subject to EEO-3 reporting must submit the previous year’s report by February 1 in each odd-numbered year.
MICHIGAN
Michigan Reinstates Voter-Initiated Paid Sick Leave Law
Effective February 21, 2025, Michigan’s Earned Sick Time Act (ESTA) replaces its current paid sick leave law, the Paid Medical Leave Act (PMLA). The ESTA was originally enacted by voter initiative in 2018 and was subsequently subject to state court litigation. On July 31, 2024, the Michigan Supreme Court struck the PMLA and reinstated the ESTA.
The ESTA requires all employers to provide paid sick leave (expanded from employers with 50 or more employees under the PMLA). In addition, the following provisions differ from the PMLA:
Note that the ESTA imposes stricter requirements on employers and broadens employee protections.
Michigan Minimum Wage Increases to $12.48
Effective February 21, 2025, the minimum wage in Michigan increases to $12.48 per hour. The minimum direct cash wage for tipped employees increases to $5.99 (48% of the inflation-adjusted minimum wage) and, in turn, the maximum tip credit an employer may claim decreases to $6.49 (52% of the inflation-adjusted minimum wage).
If the unemployment rate in Michigan, as determined by the federal Bureau of Labor Statistics, is 8.5% or greater for 2024, the scheduled minimum wage rate increase will not take effect until the first calendar year after the unemployment rate is again lower than 8.5%.
In addition, the tip credit rules established under a 2018 law are restored to provide that:
MINNESOTA
Minnesota Establishes Independent Contractor Test for Construction Workers
Effective March 1, 2025, a worker will be considered an independent contractor under Minnesota’s workers’ compensation law, wage and hour law, occupational safety law, construction code and other miscellaneous employment laws, if they are operating as a business entity that meets certain requirements at the time services are provided or performed.
NEW YORK
New York Enacts Workplace Violence Prevention Requirements for Retail Employers
Effective March 4, 2025, New York enacts the Retail Worker Safety Act, which requires employers with at least ten retail employees to:
A retail employee is defined as an employee working at a store that sells consumer commodities at retail and which is not primarily engaged in the sale of food for consumption on the premises.
OHIO
Ohio Extends Military Leave Protections to US Space Force
Effective March 20, 2025, the definitions of armed forces, armed services and uniformed service under Ohio military leave law are amended to include the US Space Force. Accordingly, any person who is absent from work due to service in the US Space Force will have reinstatement and reemployment rights under that law.
Additional site updates regarding this development are forthcoming.
Changes HR Must Now Make Due to Executive Orders Impacting DE&I
This week, President Donald Trump issued multiple executive orders (EOs), two of which directly impact diversity, equity, and inclusion (DE&I), but specifically:
Private Sector: Ending Illegal Discrimination and Restoring Merit-Based Opportunity
Federal Government: Ending Radical and Wasteful Government DEI Programs and Preferencing
This is a shift we’ve been monitoring closely for a while now, and we are ready to be your partner through these changes. Here’s how we can navigate this moment together:
1. Expected Transition
This is a transition HR is ready to lead on. This move isn’t a surprise, as President Trump had promised to eliminate DE&I initiatives. As leaders, we must remain proactive in adapting to these changes as we all work to build better workplaces for a better world.
2. Focus on Legal Work of Inclusion and Access
Both EOs emphasize “illegal” and “discriminatory” programs and practices. We continue to advise a comprehensive review of your DE&I programs for legal compliance, as well as a shift toward practices that benefit all employees. If you haven’t done so already, now is the time to act. Programs that may be considered illegal under the new EOs are programs with numeric goals, quotas, and specific set-asides that are only available for members of traditionally unrepresented groups based on gender, race, etc. There are still many “legal” program policy options that focus on equal opportunity for all that can forge forward. The private sector EO withdraws EO 11246, which requires federal contractors and certain employers to establish affirmative action programs in employment. In fact, the Supreme Court struck down this requirement for admission in higher education in its ruling in Students for Fair Admissions v. Harvard in 2023, but the issue had been an open question in employment prior to the revocation of EO 11246.
3. Advocacy and Support
Your voice matters: Through letters to Congress, you can join us in advocating for access and opportunities for all.
4. Resources and Peer Collaboration
be the change HR is here to support you with legal updates and resources. As always, reach out to your HR Pro or book a consultation to work through this together. Also, collaboration within a curated network of peers can provide powerful insights during this period of change.
If you have specific questions or need immediate guidance, please reach out. We are here to support you!
