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Keeping up with HR laws isn’t just a best practice—it’s essential for protecting your business and employees. With state and local regulations constantly evolving, staying informed can feel overwhelming. That’s why we’ve gathered the latest updates for you.
Take a few moments to review key changes. A little time now can help you avoid compliance headaches down the road and keep your workplace running smoothly.
Stay ahead—check them out here!
California
California Releases Pay Data Reporting Guide for Filers
The California Civil Rights Department (CRD) recently released updated guidance for the 2024 pay data reporting cycle. The updated guidance makes significant changes to the race/ethnicity categories while leaving most other aspects of the prior year’s reporting process in place.
The deadline for filing 2024 California pay reports is May 14, and the platform opened for new filings on Feb. 3.
California requires covered employers to file payroll employee reports for their own employees and labor contractor employee reports for their labor contractor employees. Read more here!
What You Need to Know About the California Transparency in Supply Chains Act
In an era where consumers are increasingly concerned about ethical sourcing and labor practices, the California Transparency in Supply Chains Act (CTSCA) stands as a significant piece of legislation.
Enacted in 2010, the CTSCA aims to combat human trafficking and slavery in global supply chains, promoting greater transparency and accountability among businesses operating in California.
The CTSCA requires large retailers and manufacturers doing business in California to disclose their efforts to eradicate slavery and human trafficking from their direct supply chains. Specifically, the act applies to companies with annual worldwide gross receipts exceeding $100 million. Read more here!
Colorado
Implications for Employers of Colorado’s New Biometrics Law
On May 31, Colorado enacted H.B. 24-1130, an amendment to the Colorado Privacy Act (CPA) regarding the use of biometric information (the “Biometric Amendment”). The Biometric Amendment, effective July 1, 2025, requires employers to obtain consent before collecting and using biometric information, and to adopt biometric policies. However, employers escape many additional burdens that the Biometric Amendment imposes on the collection and use of biometric information from consumers. Read more here!
Illinois
Policies Can Help Employers Comply with the Illinois Paid Leave for All Workers Act
The Illinois Paid Leave for All Workers Act (PLFAW Act) provides 40 hours of paid leave per year, frontloaded or accrued, for any purpose. That has some employers worried that the law is ripe for leave abuse. Written policies can help address these concerns.
Employers’ most-often-repeated concern is the breadth of employees’ right to take PLFAW Act leave at any time, for any reason, potentially without any advance notice, and without ramification, said Jennifer Long, an attorney with Duane Morris in Chicago. Read more here!
Massachusetts
Massachusetts Paid Family and Medical Leave Act Doesn’t Require Benefits Accrual
In one of the first decisions interpreting the Massachusetts Paid Family and Medical Leave Act (PFMLA), the state Supreme Judicial Court (SJC) held that the PFMLA does not require an employer to allow employees to accrue benefits, such as vacation time and sick time, during PFMLA leave. The case is Bodge v. Commonwealth, SJC-13567, slip op. (Sept. 13, 2024).
In this case, a group of state troopers sued the Massachusetts State Police, claiming that its policy of not providing for accrual of employee benefits, including vacation time and sick time, while the employees were on PFMLA leave violated the act. The SJC held that the agency’s policy of not providing for benefits accrual during leave did not violate the PFMLA. Read more here!
Minnesota
Many Changes Made to Minnesota’s Employment Laws
In recent years, Minnesota has enacted sweeping legislation impacting Minnesota employers at a breakneck pace. As the most recent legislative session came to a close, another set of new and supplemental laws was passed and quickly signed by Gov. Tim Walz.
This year’s legislative package included new pay transparency requirements, changes to Minnesota’s earned sick and safe time and paid family leave laws (created just last year), and a law addressing classification of independent contractors. Read more here!
Effective March 1, 2025: Minnesota
New independent contractor test for construction workers comes into effect making it more likely individuals will be employees under various State employment laws.
New Mexico
Effective March 1, 2025: New Mexico
Sante Fe County minimum wage to increase to $15.00.
Sante Fe City minimum wage set to increase to be adjusted for inflation, with the specific new wage yet to be determined.
New York
NY Proposes AI Layoff Disclosure Rule Under WARN Act
New York Gov. Kathy Hochul proposed that the Empire State be the first in the nation to require that employers disclose when mass layoffs are related to the adoption of artificial intelligence.
Hochul said she will direct the New York State Department of Labor (NYSDOL) to amend the New York Worker Adjustment and Retraining Notification (WARN) Act regulations to require that employers disclose in their notices whether layoffs are related to the employer’s use of AI. Under the amendment, if AI adoption is the reason behind mass layoffs, the employer must provide those impacted workers with access to workforce training programs and supports. Read more here!
New York Clean Slate Act Will Seal Certain Old Criminal Records
New York has joined the growing number of states that have enacted clean slate legislation that will automatically seal certain criminal records. The new law will require employers to review any hiring processes related to an applicant’s criminal history. The Clean Slate Act will take effect Nov. 16, 2024.
The law is designed to promote second chance hiring and is consistent with New York’s longstanding public policy encouraging employment for people with past criminal convictions. Read more here!
New Jersey
New Jersey Federal Court Denies Bid to Block Temporary Workers’ Bill of Rights Law
A judge of the U.S. District Court for the District of New Jersey denied a motion to partially enjoin the New Jersey Temporary Workers’ Bill of Rights based on Employee Retirement Income Security Act pre-emption. Read more here!
Clean Slate Laws Are Spreading
Individuals with old criminal records have a greater chance of employment in the growing number of states—now 12—with clean slate laws. As these laws spread, more employers may benefit from a talent pool they haven’t tapped much before.
“Employers need to understand that there is a growing trend throughout the country to have clean slate initiatives,” said Pamela Devata, an attorney with Seyfarth in Chicago.
The first state to pass a clean slate law was Pennsylvania in 2018. Since then, clean slate laws have passed in California, Colorado, Connecticut, Delaware, Michigan, Minnesota, New Jersey, New York, Oklahoma, Utah and Virginia. In states where clean slate legislation has recently passed, The Clean Slate Initiative, headquartered in Orlando, Fla., will focus on enabling implementation. Read more here!
Trump Rescinds Affirmative Action by Contractors Based on Race, Gender
President Donald Trump has rescinded the 60-year-old Executive Order 11246 (EO 11246), which required federal contractors to practice affirmative action based on race and gender. The president also issued a separate executive order this week to end diversity, equity, and inclusion (DE&I) programs and preferencing in the federal government.
In 1965, President Lyndon Johnson issued EO 11246, which also required nondiscrimination by federal contractors.
While the affirmative action obligation for EO 11246 will end due to its rescission by the EO Trump issued Jan. 21, contractors’ affirmative action obligations will continue for people with disabilities and veterans, due to the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, explained Zev Grumet-Morris, an attorney with Duane Morris in Chicago. Nondiscrimination obligations based on race, gender, and other protected categories will continue as well. Read more here!
Employers: Prepare for More I-9 Audits Under Trump Administration
The Trump administration has already begun to implement significant changes in U.S. immigration policy and work authorization enforcement is expected to be a top priority.
Employers should review their Form I-9 compliance now and prepare for potential I-9 audits and worksite visits, experts said.
“Federal law requires employers to use Form I-9 to document employment eligibility,” said Sarah Hawk, a partner in the Atlanta office and chair of the Immigration and Global Mobility group at Barnes and Thornburg. “Although some employers use the paper version of Form I-9, others also participate in E-Verify, a voluntary web-based system that compares information from an existing Form I-9 to government records to confirm an employee’s authorization to work in the U.S.”
A surge in I-9 audits is expected under the new administration. Read more here!
OREGON
Oregon Increases Salary Threshold for Noncompetition Agreements
In January, the Oregon Bureau of Labor and Industries (BOLI) announced a new minimum salary threshold for noncompetition agreements. Effective immediately, for an Oregon noncompetition agreement to be enforceable, the total amount of the employee’s annual gross salary and commissions at the time of termination must exceed $116,427 (up from $113,241). While the minimum salary threshold has been raised, Oregon’s other statutory requirements for enforcing noncompetition agreements remain in effect:
Employers must either: 1) inform new employees in writing at least two weeks before the first day of the employee’s employment that a noncompetition agreement is required as a condition of employment, or 2) require a noncompetition agreement only after a subsequent bona fide advancement of an existing employee.
The term of a noncompetition agreement may not exceed 12 months from the date of the employee’s termination.
The employer must have a “protectable interest” — for example, the employee subject to the noncompetition agreement must have access to trade secrets or competitively sensitive confidential business or professional information.
Employers must provide a signed, written copy of the terms of the noncompetition agreement within 30 days after the employee’s termination date.
Noncompetition agreements that do not meet these requirements are void, as opposed to voidable. In other words, an employee need not take steps to invalidate a noncompetition agreement that fails to comply with the requirements. These requirements also do not apply to bonus restriction agreements or nonsolicitation agreements.
Employers are encouraged to confer with counsel regarding their use of restrictive covenants and post-employment reminders in Oregon.
