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June 2026 brought a moderate level of employment law activity across several states and local jurisdictions. While many states reported no notable changes, a few updates may impact employer policies, workforce management practices, and compliance obligations.
Notable developments this month include Colorado’s new AI-related employment protections, Illinois NICU leave requirements, updates to New York prevailing wage obligations, and new protections tied to work authorization documentation in Oregon.
Coverage Window: 2026-06-01 to 2026-06-30
Federal — No confirmed employment law update identified for June 2026.
Colorado’s new AI law establishes compliance requirements for developers and employers using high-risk artificial intelligence systems in employment-related decisions. This includes hiring, promotions, compensation, performance evaluations, and termination decisions. Employers using AI tools may need to complete impact assessments and implement measures to reduce algorithmic discrimination.
Effective/Deadline: June 30, 2026
Covered employers with 16 or more employees must provide eligible employees with unpaid, job-protected leave when a newborn requires care in a neonatal intensive care unit. Employers may need to review leave policies and employee communications to ensure compliance.
Effective/Deadline: June 1, 2026
Source:
https://www.disabilityleavelaw.com/2025/08/articles/parental-leave/illinois-to-require-job-protected-leave-for-parents-with-newborns-in-intensive-care/
New York updated prevailing wage compliance requirements for public works projects. The changes clarify obligations related to off-site custom fabrication work and contractor reporting responsibilities, which may affect employers involved in public construction projects.
Effective/Deadline: June 18, 2026
Source:
https://www.nysenate.gov/legislation/laws/LAB/220
Oregon employers may not discriminate or retaliate against employees who update or attempt to update personal information tied to lawful changes in federal work authorization documentation. Employers should review onboarding and employment verification procedures to ensure compliance.
Effective/Deadline: June 5, 2026
Source(s):
https://www.oregon.gov/boli/employers/pages/legislative-updates.aspx
https://www.schwabe.com/publication/oregon-employment-law-update/
Washington employers are prohibited from requesting, requiring, or coercing employees or job applicants to receive implanted microchips. Businesses should ensure workplace technology and security practices align with the new restriction.
Effective/Deadline: June 11, 2026
Source:
https://lawfilesext.leg.wa.gov/biennium/2025-26/Pdf/Bills/Session%20Laws/House/2303-S.SL.pdf
West Virginia updated provisions related to youth apprenticeships and child labor requirements. Employers working with minors or apprenticeship programs should review operational practices and confirm timing requirements under the updated law.
Effective or Type: Approximately June 8, 2026 (90 days from passage)
Source:
https://www.wvlegislature.gov/Bill_Text_HTML/2026_SESSIONS/RS/bills/hb4005%20sub1%20enr.pdf
Chicago implemented rule updates and clarifications related to the Fair Workweek Ordinance. Employers covered by the ordinance should review scheduling, notice, and predictive scheduling practices to ensure continued compliance.
Effective/Deadline: June 1, 2026
Source(s):
https://www.chicago.gov/content/dam/city/depts/dol/rulesandregs/2026%20OLS%20FWW%20RULES_Final_20260514.pdf
https://www.littler.com/news-analysis/asap/chicago-agency-proposes-changes-fair-workweek-rules
https://www.jdsupra.com/legalnews/chicago-implements-changes-to-fair-1905419/
No employment law changes were identified for the following jurisdictions:
Alabama, Alaska, Arizona, Arkansas, California, Connecticut, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, Wisconsin, and Wyoming.
Unconfirmed Update (Effective Date Not Finalized):
West Virginia — HB 4005
The enrolled bill states the law becomes effective 90 days after passage. Based on current timing estimates, the effective date appears to fall around June 8, 2026, but employers should confirm the final effective date.
Source(s):
https://www.wvlegislature.gov/Bill_Text_HTML/2026_SESSIONS/RS/bills/hb4005%20sub1%20enr.pdf
