Highlights Impacted Employers:Pennsylvania employers Effective Date:January 24, 2026 Summary:Pennsylvania has enacted legislation that expands the definition ...

Highlights Impacted Employers: New York City employers with 200 or more employees working in the city. Effective Date: The legislation is effective immediately, but covered employers will only submit pay data reports after ...

Highlights Impacted Employers:New Jersey employers Effective Date:Effective immediately Summary:New Jersey employers must report all worker separation information directly to the New Jersey Department of Labor ...

Highlights Impacted Employers:New Hampshire employers with 50 or more employees in a single location in New Hampshire Effective Date:January 1, 2026 Summary:New Hampshire ...

Highlights Impacted Employers: Nevada employers Effective Date:Nov. 20, 2025 Expiration Date:Oct. 31, 2029 Summary:Nevada has ...

Highlights Impacted Employers: All employers with employees who work in St. Paul, Minnesota Effective Date: November 16, 2025 Summary: St. Paul has enacted changes to its sick leave ordinance. ...

Highlights   Impacted Employers: All California employers   Effective Date: Jan. 1, 2026   Summary: The California Department of Industrial Relations has ...

Highlights   Impacted Employers: Employers that employ five or more employees, employers of one or more domestic workers, and any employer of four or fewer employees that had a net income of one million dollars or more ...

Highlights Impacted Employers: All employers with employees in Alaska. Effective Date: September 25, 2025. Summary: Alaska has published final regulations implementing the state’s paid sick leave law. ...

The federal Fair Labor Standards Act (FLSA) requires that employers pay non-exempt employees overtime for all hours worked in excess of 40 hours in a workweek. Some states require overtime in additional circumstances. However, there are federal and state exemptions from these ...