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Coverage Window: July 1, 2026 to July 31, 2026
July brings a moderate number of employment law changes across the United States, with many updates taking effect on July 1. Several states introduced new wage requirements, workplace protections, and employer compliance obligations.
This month’s updates are especially important for employers operating in Alaska, California, Maine, Maryland, Oregon, Washington, and several local jurisdictions, where new wage rates and workplace rules become effective.
Federal Update
Federal — No Updates Reported
No federal employment law updates with an effective date in July 2026 were identified.
State and Local Updates
Alaska — Statewide Minimum Wage Increase
No federal employment law updates with an effective date in July 2026 were identified.
Alaska’s statewide minimum wage increases from $13.00 to $14.00 per hour. Employers should update payroll systems, workplace postings, and ensure nonexempt employees receive at least the new minimum wage.
Effective: July 1, 2026
Source:
https://labor.alaska.gov/news/2026/news26-11.htm
https://labor.alaska.gov/lss/whhome.htm
https://www.dol.gov/agencies/whd/minimum-wage/state
The minimum weekly salary for executive, administrative, and professional employees classified as exempt increases to $1,120 per week ($58,240 annually). Employers should review exempt classifications to ensure employees continue to meet both salary and duties requirements.
Effective: July 1, 2026
Source:
https://labor.alaska.gov/news/2026/news26-11.htm
https://labor.alaska.gov/lss/whhome.htm
California raises minimum wage rates for covered healthcare employees under SB 525. Employers should determine which wage schedule applies to their facilities and update payroll systems to ensure employees receive the correct minimum wage.
Effective: July 1, 2026
Source(s):
https://www.dir.ca.gov/t8/11000_2.html
https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=1182.14.&lawCode=LAB
Colorado increases the wage claim administrative threshold from $7,500 to $13,000, allowing more employee wage disputes to be handled through the state’s administrative process. Employers should understand that additional claims may now qualify under this process.
Effective: July 1, 2026
Source(s):
https://cdle.colorado.gov/file-a-wage-complaint
https://leg.colorado.gov/bills/hb25-1001
Large warehouse employers must comply with new requirements covering productivity quotas, employee monitoring, and workplace conditions. Covered employers should review policies to ensure compliance.
Effective: July 1, 2026
Source(s):
Florida updates filing deadlines for certain employment discrimination claims following action or inaction by the EEOC or the Florida Commission on Human Relations. Employers should review complaint response procedures and record retention practices.
Effective: July 1, 2026
Source(s):
https://www.flsenate.gov/Session/Bill/2026/62
Georgia creates a framework allowing businesses to voluntarily provide portable benefits to independent contractors without changing their worker classification. Employers using independent contractors should review whether this option may benefit their workforce.
Effective: July 1, 2026
Source(s):
Employers operating under federal Section 14(c) certificates must begin increasing wages for covered workers with disabilities as part of the state’s phaseout process.
Effective: July 1, 2026
Source(s):
Hawaii expands family leave protections to include qualifying military exigencies related to covered family members serving on active duty. Employers should review leave policies and eligibility requirements.
Effective: July 1, 2026
Source(s):
https://www.capitol.hawaii.gov/
Indiana establishes penalties for knowingly employing unauthorized workers while providing certain protections for employers that use E-Verify. Employers should review hiring and employment verification procedures.
Effective: July 1, 2026
Source(s):
Indiana removes the employer registration requirement for youth employment, reducing administrative steps for employers hiring minors.
Effective: July 1, 2026
Source(s):
Iowa updates retirement provisions for certain public employees working in qualifying protection occupations. The changes apply to eligible members of the Iowa Public Employees’ Retirement System.
Effective: July 1, 2026
Source(s):
Kentucky expands criminal trespass laws to include threatening conduct in workplaces after a verbal or written no-trespass notice has been issued. Employers should review workplace safety procedures and response protocols.
Effective: July 15, 2026
Source(s):
Covered employers must disclose compensation ranges and maintain pay records. Employers should review hiring practices, compensation policies, and job postings before the law takes effect.
Effective: July 29, 2026
Source(s):
https://legislature.maine.gov/
https://www.maine.gov/labor/labor_laws/
Maine introduces new disclosure requirements and restrictions related to employee monitoring practices. Covered employers should review monitoring policies and employee notices.
Effective: July 29, 2026
Source(s):
https://legislature.maine.gov/
https://www.maine.gov/labor/labor_laws/
Maine updates workplace substance-use testing procedures and gives employees and applicants the opportunity to challenge certain non-negative results. Employers should review existing testing policies.
Effective: July 29, 2026
Source(s):
https://legislature.maine.gov/
https://www.maine.gov/labor/labor_laws/
Maryland increases the statewide minimum wage for covered small employers to $15.00 per hour, while Howard County also updates its minimum wage requirements for covered employers. Employers should verify which wage requirements apply and update payroll accordingly.
Effective: July 1, 2026
Source(s):
https://labor.maryland.gov/labor/wages/
https://library.municode.com/md/howard_county/codes/code_of_ordinances
Michigan updates unemployment insurance rules, including changes to the Work Share program and employer account requirements. Employers should review unemployment insurance procedures for compliance.
Effective: July 17 and July 19, 2026
Source(s):
https://www.michigan.gov/leo/bureaus-agencies/uia
Nebraska establishes advance notice requirements for certain layoffs and business closures while creating additional protections for non-English-speaking workers. Covered employers should review workforce reduction procedures.
Effective: July 17, 2026
Source(s):
Nebraska allows employers to pay a youth minimum wage of $13.50 per hour to certain employees ages 14 and 15.
Effective: July 17, 2026
Source(s):
Oregon increases its regional minimum wage rates across the state. Employers should determine the applicable regional rate and update payroll systems before the new rates take effect.
Effective: July 1, 2026
Source(s):
https://www.oregon.gov/boli/workers/pages/minimum-wage-schedule.aspx
Oregon increases the amount of disposable earnings protected from creditor garnishment. Employers processing wage garnishments should update payroll calculations to reflect the new thresholds.
Effective: July 1, 2026
Source(s):
https://virgilhr.com/legal-updates/oregon-increases-amounts-exempt-from-wage-garnishment/
Washington expands employer obligations when considering criminal records during hiring and employment decisions. Employers should review hiring practices, background check procedures, and required notices.
Effective: July 1, 2026
Source(s):
https://app.leg.wa.gov/billsummary?BillNumber=1747&Year=2025
Washington requires covered employers with 50 or more full-time employees to provide at least 60 days’ advance notice before certain mass layoffs or business closings. Employers should review workforce reduction procedures and notice requirements.
Effective: July 27, 2026
Source(s):
https://app.leg.wa.gov/billsummary?BillNumber=5525&Year=2025
The District of Columbia increases its minimum wage to $18.40 per hour and raises the tipped minimum cash wage to $10.30 per hour. Employers should update payroll systems, workplace postings, and tipped employee pay practices.
Effective: July 1, 2026
Source(s):
https://does.dc.gov/service/office-wage-hour-compliance-0
https://code.dccouncil.gov/us/dc/council/code/sections/32-1003
Chicago increases its minimum wage, updates Fair Workweek compensation thresholds, and revises enforcement rules under its Paid Leave and Paid Sick and Safe Leave Ordinance. Covered employers should review payroll, scheduling, leave policies, workplace notices, and recordkeeping practices.
Effective: July 1, 2026
Source(s):
https://www.chicago.gov/city/en/depts/bacp/supp_info/minimumwageinformation.html
https://www.chicago.gov/city/en/depts/bacp/supp_info/fairworkweek.html
https://www.chicago.gov/city/en/depts/bacp/supp_info/paidleave.html
Los Angeles increases its citywide minimum wage and raises minimum compensation requirements for covered hotel workers. Covered employers should review applicable wage and benefit requirements.
Effective: July 1, 2026
Source(s):
New York City establishes compensation standards for certain security guards and creates additional due process protections for covered for-hire vehicle drivers.
Effective: July 1 and July 28, 2026
Source(s):
No source links were provided in the MELU.
No employment law changes were identified for the following jurisdictions:
Alabama, Arizona, Arkansas, Delaware, Idaho, Illinois (statewide), Kansas, Louisiana, Massachusetts, Mississippi, Missouri, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York (statewide), North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, Wisconsin, and Wyoming.
