In this month’s update, we highlight significant employment law changes and practical compliance insights to keep your business compliant, minimize risk, and empower a productive workforce. Need a customized, legally compliant employee handbook? Visit our Handbook page to build yours in just a few clicks.
HR & Legal Updates
Illinois Publishes New Veterans Benefits Employment Poster
- Illinois published a new veterans benefits poster. Employers should replace their existing posters. We’ve added the updated version to the 50-State Hiring Kit.
Illinois Publishes New Victims’ Economic Security and Safety Act
- Illinois published a new Victims’ Economic Security and Safety Act (VESSA) poster. Employers should replace their existing posters. We’ve added the updated version to the 50-State Hiring Kit.
Illinois Adds Protections to the One Day Rest in Seven Act
- Illinois has amended the One Day Rest In Seven Act to include protections against retaliation and discrimination. Employees are protected when they make a complaint, begin proceedings, testify, or exercise any other right under the law. Employers should review their Workweek and Work Schedules policy to ensure compliance with this change.
Cook County, Illinois Amends Paid Leave Regulations
- The Cook County Board of Commissioners passed revisions to the county’s paid leave law. Paid leave accrual is now strictly based on hours worked, so leave won’t accrue while an employee is on paid leave. Also, payment for used leave can be delayed to the following pay period, and employers have the option to allow (but not require) employees to use paid leave during suspensions. Finally, while providing more benefits is not mandatory, any extra benefits offered during paid leave must mirror regular work benefits. No changes were needed for Cook County’s Paid Leave for Any Reason policy.
Kansas Passes New Non-Compete Agreement Restrictions
- On April 8, Kansas passed a new bill to clarify which types of contracts are restricted by the Kansas Restraint of Trade Act. Effective July 1, 2025, customer and employee non-solicitation agreements are presumed to be enforceable in Kansas. The amendment also requires that if an agreement is found to be overbroad or otherwise unenforceable, courts are to modify the agreement to the extent necessary to enforce it.
Maryland Pushes Back Paid Family and Medical Leave Dates
- The Maryland General Assembly passed a bill to establish later effective dates for Maryland’s paid family and medical leave insurance program. Payroll deductions will begin on January 1, 2027. The recalculated maximum weekly benefit amount will also go into effect on January 1, 2027. Employers must remit the first payment to the State in April 2027. Maryland Paid Family and Medical Leave benefits become available to employees beginning January 3, 2028.
Michigan Updates Child Labor Law
- Michigan recently passed updates to its child labor laws, which took effect April 2, 2025. Under the amendments, employers must report to the state when a minor’s employment ends, and employers have additional restrictions on the hours minors can work. Below are the new permitted working hours for minor employees.
- With some exceptions for farming, minors under 16 may not work:
- during school hours;
- more than 3 hours per day when school is in session;
- more than 18 hours per week when school is in session;
- more than 40 hours per week when school is not in session
- between the hours of 9:00 p.m. and 7:00 a.m. from June 1 to Labor Day; or
- between the hours of 7:00 p.m. and 7:00 a.m. from the day after Labor Day to May 31. MI Comp L § 409.110
- With some exceptions for farming, minors under 18 may not work:
- more than 10 hours per day;
- more than an average of 8 hours per day in a week;
- more than 24 hours per week when school is in session;
- more than 48 hours per week when school is not in session;
- more than 6 days per week; or
- between the hours of 10:30 p.m. and 6:00 a.m. (11:30 p.m. and 6:00 a.m. on Fridays and Saturdays, during school vacation periods, and when they are not regularly enrolled in school). MI Comp L § 409.111(1)(2).
Michigan Updates Sick Leave Poster
- Michigan has published an updated sick leave poster that includes the last-minute changes the state legislature passed on February 20, 2025. The poster is available in English, Spanish, and Arabic.
Missouri Paid Sick Leave Begins May 1
- Beginning May 1, 2025, private Missouri employers need to start providing paid sick leave under Missouri’s new sick leave law. Employers must let their employees earn 1 hour of paid sick leave for every 30 hours worked. For more information, refer to the Missouri paid sick leave law.
Nevada Implements Heat Illness Prevention Requirements
- Beginning April 24, Nevada employers who are required to have a written safety program must perform a written job hazard analysis for occupational exposure to heat illness. If employees are found to be exposed to hazardous working conditions due to exposure to heat illness, the employer must designate a safety individual and include provisions addressing employee exposure to heat illness in their written safety program. The Nevada Division of Industrial Relations has released guidance to help employers follow these new requirements.
Nevada Publishes New Rules To Be Observed Poster
- Nevada published a new Rules To Be Observed By Employers poster. Employers should replace their existing posters. We’ve added the updated version to the 50-State Hiring Kit.
Nevada Publishes New AB 307 Poster
- Nevada published a new AB 307 poster. Employers should replace their existing posters. We’ve added the updated version to the 50-State Hiring Kit.
New Jersey Enacts Pay Transparency Protections
- On November 10, 2024, New Jersey enacted a new wage transparency law. Beginning June 1, 2025, employers with 10 or more employees must include wage ranges and a general description of benefits in job postings. Employers must also make reasonable efforts to inform existing employees of opportunities for promotion. Employers could face up to $600 per violation.
New York Retail Worker Safety Act’s Effective Date Approaches
- Effective June 2, 2025, the Retail Worker Safety Act requires employers with at least 10 retail employees to develop a workplace violence prevention policy and workplace violence prevention training. Employers may develop their own policies and training or use the model plans to be released by the NYDOL. Further, beginning January 1, 2027, employers with 500 or more retail employees nationwide must provide access to panic buttons for employees to immediately contact police.
Washington Updates Ban The Box Law
- On April 21, 2025, Governor Inslee signed HB 1747, implementing additional restrictions for employers who wish to look into their applicants’ and employees’ criminal histories. Beginning July 1, 2026, employers with 15 or more employees may not: (1) inquire about criminal records before first extending a conditional job offer; (2) take a tangible adverse employment action based on an applicant’s or employee’s arrest record or juvenile conviction record; or (3) take a tangible adverse employment action based on an applicant’s or employee’s adult conviction record, unless the employer has a legitimate business reason for taking such action. Employers will also be required to provide notice to employees and applicants before the employer takes an adverse action against them and allow the employee or applicant an opportunity to explain or correct their record.
- This amendment will apply to employers with fewer than 15 employees beginning January 1, 2027.
Disclaimer: The information in this HR & Legal Update is provided for general educational purposes only and does not constitute legal advice. Akamai HR Solutions, LLC is not a law firm, and no attorney–client relationship is created by your use of this content. Laws may change or apply differently to your business. For legal guidance tailored to your specific circumstances, please consult a qualified attorney.