The federal Fair Labor Standards Act (FLSA) requires employers to compensate non-exempt employees at least the minimum wage for each hour worked and pay them overtime (at 1.5 times the employee’s regular rate of pay) whenever they work more than 40 hours in a workweek. The amount ...
Highlights Impacted Employers:Certain employers that provide payment to a domestic worker. See below for further details. Effective Date:July 1, 2027. Summary: The State of Washington has enacted legislation ...
Highlights Impacted Employers:Washington state employers who employ minors. Effective Date:July 1, 2026. Summary:The State of Washington has enacted legislation that provides employers greater scheduling ...
Highlights Impacted Employers: Public and private New York employers Effective Date: Feb. 13, 2027 Summary: New York has amended its Trapped at Work law to clarify the repayment ...
Highlights Impacted Employers:Allemployers that employ five or more minors in Indiana. Effective Date:July 1, 2026. Summary:Indiana has enacted legislation that will repeal a law ...
Highlights Impacted Employers:Allemployers with employees in Indiana. Effective Date:July 1, 2026. Summary: Indiana has enacted legislation that will amend state law to expressly ...
Highlights Impacted Employers:Allemployers that require employees to complete security screenings and other pre-shift and post-shift activities in the state of Connecticut. Effective Date:Immediately. ...
Highlights Impacted Employers: All employers with employees in Colorado Effective Date: Feb. 1, 2026 Summary: The Colorado Department of Labor and Employment has issued final ...
Highlights Impacted Employers:New York City employers Effective Date:Effective immediately Summary:New York City has released an updated Notice of Employee Rights, Rules for Protected Time Off Policies and FAQs. ...
Highlights Covered Employers: New Jersey employers. See below for further details. Effective Date: July 17, 2026 Summary: New Jersey has enacted legislation that amends the New Jersey ...