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
Federal
- The EEOC has issued a final rule increasing the penalty for violating the posting requirements under federal anti-discrimination law. The maximum penalty increased slightly to account for inflation, from $680 to $698 per violation. The increase went into effect on September 30, 2025. Action: Make sure you’re complying with poster requirements.
- E-Verify resumed operations on October 9, and participating employers were required to submit E-Verify cases by October 14 for employees hired while E-Verify was unavailable.
Action: Submit all E-Verify cases.
Alaska
- On July 1, 2026, the hourly minimum wage in Alaska will increase to $14.00 from $13.00.
Action: Update your pay practices.
Arizona
- On January 1, 2026, the hourly minimum wage in Arizona will increase to $15.15 from $14.70.
Action: Update your pay practices.
California
- On January 1, 2026, the hourly minimum wage will increase to $16.90 from $16.50.
Action: Update your pay practices.
- On October 1, 2025 the California Governor signed Assembly Bill No. 406 which, effective immediately, expanded California’s state wide sick leave to be usable for the same purposes as the state’s domestic violence, sexual assault, and stalking leave law. The new uses include appearing in court as a witness as required by a court order and serving on an inquest or trial jury.
Action: We have updated the Employee Handbook, State Addenda, and Sick Leave policy to comply with this change.
- On October 1, 2025 the California Governor signed Assembly Bill No. 406 which, effective January 1, 2026, expanded uses under California’s state wide domestic violence, sexual assault, and stalking leave law. The new use allows employee who is a victim or a family member of a victim to take leave to attend judicial proceedings related to that crime, including, but not limited to, any delinquency proceeding, a postarrest release decision, plea, sentencing, postconviction release decision, or any proceeding where a right of that person is an issue.
Action: We will update the Employee Handbook, State Addenda, and Domestic Violence Leave policy to comply with this change closer to the effective date.
- On October 1, 2025, Governor Newsom signed SB 617 amending the California Worker Adjustment and Retraining Act. The law already requires employers to provide written notice to employees in the event of a mass layoff, but now employers must also include in the notice whether the employer plans to coordinate services through the local workforce development board or another entity and information about the statewide food assistance program known as CalFresh. The amendments will go into effect on January 1, 2026.
Action: Update your WARN notices.
- A new amendment to the state’s Fair Employment and Housing Act clarifies the time employees have to file a lawsuit after the Civil Rights Department declines to pursue an employee’s discrimination complaint. Employees may then file a civil action one year after the Department notifies the employee in writing (a) that it closed the investigation without choosing to file a civil action for the alleged violation or (b) that the employee’s complaint remains closed after the employee appeals the Department’s initial closure of the complaint.
- On October 3, 2025, Governor Newsom signed a law that extends the recall and reinstatement rights of employees laid off because of the COVID-19 pandemic through January 1, 2027. Those rights were scheduled to expire on December 31, 2025.
- On October 13, 2025, Governor Newsom signed SB 53, creating a comprehensive safety framework for frontier AI developers, which are large, cutting-edge systems built by major developers with substantial resources. Beginning January 1, 2026, SB 53 regulates developers of the most advanced and resource-intensive AI models by imposing disclosure and transparency obligations, including the adoption of written governance frameworks and reporting of safety incidents. This bill also institutes protections for employees of frontier AI developers who report violations of the law.
- California previously passed a law prohibiting employers from hosting captive audience meetings, which we discussed in a previous update. However, on September 30, a federal court invalidated this prohibition, stating that the law was preempted by federal labor laws. Unless and until this ruling is appealed, employers no longer have to worry about hosting captive audience meetings.
Action: Update your California Political Activity Policy.
- On October 13, 2025, Governor Newsom signed SB 590, which expands the state’s definition of “family” under the Paid Family Leave program. Beginning July 1, 2028, employers will need to allow employees to take Paid Family Leave not only to care for blood-related members of their family, but also for an employee-designated person who is not legally or biologically related to them. This requirement already exists under California’s unpaid family leave law and its sick leave laws, but this amendment includes some stricter guidelines. For an employee to designate a person as one who they can take Paid Family Leave for, they must identify the designated person when they first claim leave benefits and attest, under penalty of perjury, how the relationship is the equivalent of a family relationship.
- On October 8, 2025, Governor Newsom signed SB 642 into law, amending the state’s existing pay transparency law. Effective January 1, 2026, the “pay scale” that must be included in job postings needs to be a “good faith estimate” of the pay range, reflecting what the employer intends to pay a new hire. Additionally, the term “wages” will also include all forms of pay–including bonuses, stock options, benefits, travel reimbursements, and allowances. Finally, employers will also need to begin maintaining job title and wage history records for at least 3 years after the employee’s employment ends.
- On October 12, 2025, Governor Newsom signed SB 294, requiring employers to provide a notice of workplace rights to all new hires and to all employees annually, starting February 1, 2026. The Labor Commissioner has until January 1, 2026, to publish an official template notice. This bill also requires employers to notify designated emergency contacts if employees are arrested or detained on the worksite.
Colorado
- Colorado recently updated its Payday Notice poster. We have updated this poster in our tools.
Action: Update your Payday Notice Poster.
- On January 1, 2026, the hourly minimum wage will increase to $15.16 from $14.81.
Action: Update your pay practices.
Boulder City
- On January 1, 2026, the hourly minimum wage will increase to $16.82 from $15.57 per hour.
Boulder County
- On January 1, 2026, the hourly minimum wage will increase to $17.99 from $14.81 per hour.
Denver
- On January 1, 2026, the hourly minimum wage will increase to $19.29 from $18.81 per hour.
Edgewater
- On January 1, 2026, the hourly minimum wage will increase to $18.17 from $16.52 per hour.
Action: Update your pay practices.
Connecticut
- On January 1, 2026, the hourly minimum wage will increase to $16.94 from $16.35.
Action: Update your pay practices.
Florida
- On September 30, 2026, the hourly minimum wage will increase to $15.00 from $14.00.
Action: Update your pay practices.
Hawaii
- On January 1, 2026, the hourly minimum wage will increase to $16.00 from $14.00.
Action: Update your pay practices.
Louisiana
- Louisiana recently updated its Earned Income Tax Credit poster. We have updatedd this poster in our tools.
Action: Update your Earned Income Tax Credit Poster.
Maine
- On January 1, 2026, the hourly minimum wage will increase to $15.10 from $14.65.
Action: Update your pay practices.
Maryland
- Maryland’s Department of Labor has released proposed regulations implementing the state’s new paid family and medical leave insurance program. The Department also released FAQs to help employers understand the regulations.
- On September 15, 2025, the Maryland Department of Labor published a final rule amending the existing regulations under the state’s Economic Stabilization Act (which requires 60 days notice of a reduction in workforce). The final rule adds or amends definitions for “remote worker”, “telework” and “workplace” to clarify that the entire state is considered the workplace for remote workers. The revised regulations took effect on October 13, 2025.
- Action: Review the proposed rules.
Massachusetts
- As we previously reported, Massachusetts’ new wage transparency requirements take effect for employers with 25 or more employees in the state on October 29, 2025. These employers must provide wage ranges to applicants on all job postings, to employees who are offered a new position, and to both applicants and employees upon request.
Michigan
- On January 1, 2026, the hourly minimum wage will increase to $13.73 from $12.48 per hour.
Action: Update your pay practices.
Minnesota
- On January 1, 2026, the hourly minimum wage in Minnesota will increase to $11.41 from $11.13.
Action: Update your pay practices.
Minneapolis City
- On January 1, 2026, the hourly minimum wage will increase to $16.37 from $15.97.
Action: Update your pay practices.
- We previously notified you of updates to Minnesota’s Paid Family and Medical Leave law. This is a reminder that employers are responsible for providing notices of the program to their employees. By November 1, 2025, employers must put up a poster that informs employees of their paid family and medical leave benefits in a place where employees will see it. By the later of December 1, 2025, or within 30 days of hire, employers must also provide each regular employee with a written notice that includes an explanation of paid family and medical leave benefits. Employers must also notify each seasonal employee that they aren’t eligible for paid family and medical leave benefits at the time of offer or by December 1, 2025 (whichever is later).
Missouri
- On January 1, 2026, the hourly minimum wage will increase to $15.00.
Action: Update your pay practices.
Montana
- On January 1, 2026, the hourly minimum wage will increase to $10.85 from $10.55 per hour. Action: Update your pay practices.
Nebraska
- On January 1, 2026, the hourly minimum wage will increase to $15.00 from $13.50 per hour. Action: Update your pay practices.
- We previously notified you about Nebraska’s new sick leave law that takes effect this month. This is a reminder to update your sick leave policies. The state has released FAQs to help employers navigate the new law.
- Action: Update your sick leave policy.
New Jersey
- On January 1, 2026, the hourly minimum wage will increase to $15.23 for employers with fewer than 6 employees and for seasonal employees, and $15.92 per hour for employers with 6 or more employees. The hourly minimum wage for tipped employees will increase to $6.05 from $5.62.
Action: Update your pay practices.
- New Jersey’s new Pay Transparency Act took effect on June 1, 2025. The state New Jersey Department of Labor published proposed regulations on September 15, 2025 which define covered employers to include any person, company, labor organization, etc. with at least 10 employees over 20 calendar weeks, regardless of where they actually work, and who does business, has employees, or accepts applications in the state. The proposed rules also defines what “reasonable effort” means in the context of notifying employees of promotion opportunities. The comment period for the proposed rules will be open until November 14, 2025.
New York
- On January 1, 2026, the hourly minimum wage will increase to $16.00 from $15.50.
Action: Update your pay practices.
- New York has officially launched its New York State Secure Choice Savings Program, which is designed to provide employees in the private sector with retirement benefits. Businesses over 2 years old that have over 10 employees must register for their own retirement program or for the Secure Choice Savings Program, though registration deadlines are staggered for employers of different sizes. Employers with 30 or more employees must register by March 18, 2026, those with 15-29 employees must register by May 15, 2026, and those with 10-14 must register by July 15, 2026.
New York City
- On January 1, 2026, the hourly minimum wage will increase to $17.00 in New York City from $16.50.
Action: Update your pay practices.
- The New York City council passed amendments to the city’s sick leave law on September 25. On October 25, 2025, these amendments became law without the mayor’s action or intervention. Effective February 22, 2026, employers in New York City will need to begin providing a separate bank of thirty-two hours of unpaid Earned Safe and Sick Time (ESST) in addition to the forty or fifty-six hours already provided under the ESSTA, and will need to allow employees to use this leave for additional reasons, such as:
- to provide care to a minor child or to a person living in the caregiver’s household with a disability who relies on the caregiver for medical care or the needs of daily living;
- to “attend a legal proceeding or hearing for subsistence benefits to which the employee, a family member or the employee’s care recipient is a party”; or
- to attend to “any circumstance that would constitute a basis for permissible use of safe time or sick time” under the ESSTA.
Action: Prepare to update your sick leave policies.
New York, Suffolk County, Long Island
- On January 1, 2026, the hourly minimum wage will increase to $17.00 from $16.50 per hour.
Action: Update your pay practices.
New York, Westchester County
- On January 1, 2026, the hourly minimum wage will increase to $17.00 in Westchester County.
Action: Update your pay practices.
Ohio
- On January 1, 2026, the hourly minimum wage will increase to $11.00.
Action: Update your pay practices.
Oregon
- Under Oregon law, any member or prospective member of the Legislative Assembly who leaves regular employment in order to attend any regular or special session of the Legislative Assembly or to perform official duties that require them to receive a per diem under ORS 171.072 (salary of members and presiding officers) or reimbursements for out-of-state travel, must be granted a leave of absence for that attendance or performance of duties. We have updated our tools to meet these requirements.
Action: Update your political activity leave policy.
Pennsylvania
- On August 28, Allegheny County Executive Sara Innamorato signed an executive order requiring the development of a new Office of Worker Protections (OWP). This new office will be tasked with informing workers of their rights, developing proactive strategies for workers and industries where violations are likely high, developing partnerships with community organizations, creating a complete investigatory process, and implementing a system for handling complaints efficiently. The County Manager’s Office is still developing the new OWP, but employers should keep an eye out for further developments.
Action: Keep up-to-date on development of new office
- On October 8, 2025 the Philadelphia Mayor signed amendments to the city’s Fair Criminal Record Screening Standards Ordinance (FCRSSO). Under the ordinance, employers were already limited in the extent to which they could consider employees’ or applicants’ criminal histories. These amendments add some clarifying definitions and expand some protections. Employers may no longer consider any summary offenses, nor may they consider misdemeanors over 4 years old. The amendments also place limits on employers’ consideration of expunged or sealed records and require additional notification and instruction steps. These amendments take effect January 6, 2026.
Action: Review your interview process and criminal history policies
Vermont
- On January 1, 2026, the hourly minimum wage in Vermont will increase to $14.42 from $14.01. The hourly minimum wage for tipped employees will increase to $7.21 from $7.01.
Action: Update your pay practices.
Virginia
- On January 1, 2026, the hourly minimum wage will increase to $12.77 from $12.41.
Action: Update your pay practices.
Washington
- On January 1, 2026, the hourly minimum wage will increase to $17.13 from $16.66.
Action: Update your pay practices.
Seattle City
- On January 1, 2026, the hourly minimum wage will increase to $21.30 from $20.76 per hour.
Action: Update your pay practices.
West Virginia
- On October 16, 2025, the Elkins City Council passed an ordinance to prohibit discrimination because of a person’s real or perceived race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, marital status, familial status, or veteran status. An employer that discriminates against an applicant or employee based on one of these protected characteristics is in violation of the ordinance and can be subject to a civil penalty or lawsuit. The ordinance became effective immediately upon passage.
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.