Illinois:

Effective date: June 1, 2026

Illinois Neonatal Intensive Care Leave Act takes effect On June 1, 2026, that requires employers to provide unpaid leave to employees caring for a child in the neonatal intensive care unit (NICU). This new leave law requires employers with 16-50 employees to provide 10 unpaid days of leave and employers with 51 or more employees to provide 20 unpaid days of leave.

Chicago:

Effective date: June 1, 2026

Chicago has revised the Fair Workweek Rules and now require employers to include on-call shifts on work schedules, time-stamp all work schedules with the date and time of posting, record which employees receive tips or is expected to perform both tipped and non-tipped duties in their position, and to not consider predictability pay as another hour of work nor allow it to impact paid leave accumulation.

Effective date: June 1, 2026

Chicago has also revised Paid Sick and Safe Leave Rules clarifying that paid leave includes leave for employees whose childcare facility has a closure or is otherwise unavailable, including informal childcare such as family members, friends, or babysitters who provide childcare while the employee is working.  Employers are also permitted to discipline employees who have engaged in a pattern of abuse of paid sick leave. Examples include scheduling leave on or adjacent to weekends, scheduled days off or holidays, taking leave when other leave has been denied, or taking paid leave to avoid less desirable work duties or shifts.

Oregon:

Effective date: June 5, 2026

Oregon’s new immigration status protection law takes effect this summer prohibiting employers from discharging, taking adverse action, or retaliating against employees for updating or attempting to update personal information based on a lawful change in their federal employment authorization documentation.

Effective date: June 5, 2026

Another immigration related law entitled Health Care Without Fear Act, take effect in June.  Health care employers may not retaliate or take disciplinary action against employees for distributing educational materials concerning immigrant rights and available immigration legal services if the materials are published by a state agency.

Washington:

Effective date: June 11, 2026

Washington’s new law, the Employee Microchip Prohibition law, prohibiting employers from requesting, coercing, or requiring employees to have a microchip implanted, takes effect this summer.

Additional July 2026 Updates:

California:

Effective date: July 1, 2026

As of July 1, 2026, new minimum wage rules take effect for Los Angeles hotel workers.  Hotel employers must pay hotel workers a minimum of 25$ per hour and an additional $4.25 per hour if the employer does not provide health benefits.

Effective July 1, 2026, the City of Pasadena is increasing its minimum wage requirement across all industries and all employers to a minimum of $18.57 per hour, in addition to any tips received.

Florida

Effective date: July 1, 2026

Florida’s Civil Rights Act civil suit timelines take effect this summer requiring employees to bring a civil action under the FCRA by the earlier of one year after the Florida Commission on Human Relations issues a determination of reasonable cause or the issuance of an EEOC Right to Sue notice.

Georgia

Effective date: July 1, 2026

The Dignity and Pay Act amendments take effect, requiring employers with US Department of Labor certificates allowing them to pay individuals with disabilities less that the federal minimum wage must now pay such employees at least half of the federal minimum wage.

Maine:

Effect date: July 13, 2026

Maine’s Pay Transparency law takes effect requiring employers with 10 or more employees to include the pay range in job postings, unless the position pay is based solely on commission.

Effective date: July 29, 2026

Maine has updated its Employer Substance Use Testing Requirements, allowing employers to test employees and applicants for substance abuse upon either a reasonable suspicion of impairment, criteria-based testing, or random testing based on neutral selection methods, and employers must give employees and applicants an opportunity to contest any “non-negative test result.”

Nebraska

Effective date: July 17, 2026

Nebraska has several revisions to current employment laws taking effect this summer.  The workplace safety committee requirement has been repealed, meaning private employers are no longer required to have workplace safety committees.  Additionally, the Mini-Warn Act and Non-English Speaking Workers Protection Act changes become effective as well.  Employers with 100 or more employees must provide 90 days’ written notice to impacted employees prior to a mass layoff or business closing and a language interpreter and referral agent must be provided by the employer if five percent or more of the workers speak the same non-English language.

New Jersey

Effective date: July 17, 2026

Changes to the New Jersey Family Leave Act become effective this summer.  Employees will now be eligible for leave under the NJFLA if they are employed by an employer with 15 or more employees during each of 20 or more calendar workweeks, have been employed for three or more months, and worked at least 250 hours during the preceding 12 months. Additionally, employees that take temporary disability benefits or family leave insurance benefits will be entitled to job protection and restored to the position they held before leave or an equivalent position.

New York

Effective date: July 1, 2026

As we have been reporting, the registration deadline for the New York Secure Choice Savings Programs is July 1, 2026, for employers with 10 to 14 employees that do not otherwise offer a qualified retirement plan.

Tennessee

Effective date: July 1, 2026

Effective July 1, 2026, Tennessee’s non-compete law prohibits employers from entering into non-compete agreements with employees who earn less than $70,000 annually. For employees earning $70,000 or more, a non-compete agreement is presumed reasonable if it lasts no more than two years for former employees and independent contractors, no more than three years for distributors, dealers, franchisees, and similar business relationships, and no more than five years, or for the duration of payments to the seller, if longer, in connection with the sale of a business or equity interest.

Washington

Effective date: July 1, 2026

Fair Chance Act amendments take effect for employers with 15 or more employees, precluding these employers from inquiring about an applicant’s criminal record before offering a conditional job offer, taking adverse action against an applicant or employee based on prior arrest or juvenile conviction records, or taking adverse action against an applicant or employee based on adult conviction records, without a legitimate business reason. Additional requirements for employers with 15 or more employees include providing notice to an applicant or employee regarding a criminal record being evaluated before taking an adverse employment action, hold the position open for a minimum of two business days to provide the applicant or employee a reasonable opportunity to correct or explain the record, and after providing the reasonable opportunity to correct or explain the criminal records, provide the applicant or employee with a written decision regarding its individualized assessment.

Washington is also instituting changes to child labor laws.  Employers must now allow 16 and 17 year olds the opportunity to work the same number of hours and days during the school year as permitting during non-school days, such as holidays and summer break, if the child is enrolled in either a bona fide college program or career or technical education program and all work performed is approved by the program.

PrestigePEO is here to help. If you have questions about any of these upcoming changes, please reach out to your HR Business Partner.

On May 13, Pennsylvania’s Allegheny County Health Department’s (ACHD) Board of Health voted unanimously to advance a proposed broad rule requiring all employers in Allegheny County, regardless of size, to provide up to 18 weeks of paid, job-protected parental leave, and to expand existing paid sick leave requirements.  If passed, it would become the first county in Pennsylvania to impose such requirements.

The proposal will now enter a 30-day public comment period and then progress back to the Board to finalize at the upcoming July meeting.  Once all necessary changes are approved and finalized, the proposal will move to the County Council and County Executive for final approval.

Proposed Paid Parental Leave Requirements:

If adopted, the proposal would require all employers in Allegheny County to provide paid parental leave, with no exemption for small employers.

Key provisions include:

• Employee eligibility: 30 days of employment.
• Leave length: Up to 18 weeks of paid parental leave.
• Qualifying events: The birth, adoption, or legal placement of a minor, including foster placement.

Use requirements: Leave must be used within 12 months of the qualifying event.

• Intermittent use: Allowed, provided the leave is taken within that 12-month period.
• Parents working for the same employer: They may take leave at the same time or one after the other.
• Rate of pay: Leave must be paid at the employee’s regular base rate in effect when the leave is taken.
• Employee notice: Employers must provide written notice of the paid parental leave requirements at hire and once each year thereafter.

Proposed Sick Leave Changes:

Since 2021, Allegheny County employers with 26 or more employees have been required to provide employees one (1) hour of paid sick time for every 35 hours worked in the county, up to 40 hours per year. Under the proposed rule, employers of all sizes would be covered, and employees would accrue paid sick time at a faster rate. All employees, regardless of employer size, would accrue one hour of paid sick time for every 30 hours worked in the county. For employers with 15 or more employees, each employee’s paid sick time accrual would be capped at 72 hours per year and for employers with fewer than 15 employees, each employee’s paid sick time accrual would be capped at 48 hours per year.

Additional requirements introduced by the proposed rule will increase anti-retaliation provisions for employees exercising or attempting to exercise their rights under sick or paid parental leave.  This proposed measure also will require employers to provide the outlined paid sick and parental leave, in addition to any other leave made available by the employer, even if the employer has a paid sick leave plan that meets the new rules.

PrestigePEO is here to help and will continue to monitor these proposed changes. If you have questions, please contact your HRBP for support.

Chicago’s updated Paid Leave and Paid Sick and Safe Leave rules took effect on June 1, 2026, providing employers with additional guidance on administering and complying with these leave requirements.

One notable clarification expands the definition of a childcare “closure” to include situations in which an informal caregiver, such as a babysitter, family member, or friend, is unexpectedly unavailable. Employees may use paid sick leave in these situations, which could lead to more short-notice absences.

The rules also confirm that employers may address documented patterns of leave misuse, such as repeated unscheduled absences around weekends, holidays, or paydays. Any disciplinary action should be grounded in objective evidence and applied consistently in accordance with company policy.

For businesses involved in mergers, acquisitions, or ownership changes, accrued leave balances must remain available to employees who continue to work in Chicago. Employers should ensure that leave balances are properly transferred during business transactions.

The city also reaffirmed that compliant combined PTO policies may be used in place of separate leave banks, provided all ordinance requirements are met.

Chicago employers should review their leave policies, recordkeeping practices, and employee communications to ensure ongoing compliance.

PrestigePEO is here to help. Please contact your HR Business Partner with any questions.

Colorado has replaced its previously enacted AI law with a new, more focused framework that takes effect on January 1, 2027. While the revised law eliminates several burdensome compliance requirements, it creates new obligations for employers that use AI tools for hiring and other employment decisions.

When Does the Law Apply?

The law targets AI systems that play a meaningful role in important decisions affecting individuals, including hiring, promotions, compensation, and other employment-related decisions. Notably, Colorado employees and job applicants are covered by the law, even though they are generally excluded from protections under the state’s privacy law.

New Employer Responsibilities

If AI is used to help make employment decisions, employers may be required to:

• Notify individuals when qualifying AI tools are being used.
• Provide additional information when an adverse employment decision is made.
• Offer a process for human review and reconsideration in certain situations.
• Maintain records demonstrating compliance.

The law focuses heavily on transparency and human oversight rather than extensive audits or risk assessments.

Contract Reviews May Be Needed

The legislation also limits businesses’ ability to shift liability for AI-related discrimination claims through vendor contracts. Employers using third-party recruiting, screening, or workforce management tools should review existing agreements before the law takes effect.

Preparing for 2027

As AI becomes more common in the workplace, Colorado’s approach reflects a growing trend in which businesses can use AI to support decision-making while remaining accountable for the outcomes. Although the new law is narrower than the version it replaces, employers should begin evaluating where AI is used in employment decisions and ensure appropriate review processes are in place.

PrestigePEO is here to help your business maintain compliance and stay ahead of the curve. Don’t hesitate to contact your HR Business Partner with any questions.

Effective October 1, 2026, employers must disclose wage ranges and a description of benefits directly in job postings, a notable expansion of the prior law, which required disclosure only upon an applicant’s request or at the time of an offer.

Wage Ranges and Benefits in Job Postings

Employers must now include the wages or wage range and a general description of the benefits offered in any internal or public job advertisement. The law defines “benefits” to include health insurance, retirement benefits, fringe benefits, paid leave, and any other non-wage compensation offered with the position.

Expanded Disclosures to Applicants and Employees

Beyond postings, employers must disclose the wage range and a benefits description to applicants at the earliest of the applicant’s request or before any discussion of compensation or an offer unless the information already appeared in the job advertisement. For current employees, employers must disclose the wage range and benefits description upon hire, upon a change in position, or upon the employee’s first request.

Wage Range Definition

“Wage range” now means the range an employer sets in good faith for a position (previously, the range the employer anticipated relying on). For most employers this will not require an overhaul of existing ranges. The law applies to positions performed in Connecticut, as well as positions performed elsewhere that report directly to a Connecticut-based supervisor or worksite.

Anti-Retaliation and Enforcement

Employees and applicants may bring a private cause of action within two years, with remedies including compensatory damages, attorneys’ fees, and other equitable relief; punitive damages are no longer available.

What Employers Should Do Now

• Document compensation ranges ahead of the effective date;
• Revise recruiting and hiring processes to ensure timely disclosure to applicants and employees;
• Updating Job Posting templates to include wage ranges and benefit descriptions.

PrestigePEO is here to help. Please contact your HR Business Partner with questions or for assistance.

A recent Florida Supreme Court decision gives employers clearer guidance and a stronger defense in whistleblower retaliation cases under the Florida Private Whistleblower Act (FPWA). In a May 2026 ruling, the Court held that an employee generally must show more than a good-faith belief that a violation occurred. The claim must be tied to conduct that actually violates a law, rule, or regulation.

Why the Decision Matters

Florida courts had previously disagreed on whether an employee could bring a claim based solely on a “reasonable belief” that something illegal occurred. The Supreme Court resolved that split. It confirmed that suspicion alone is not enough. The underlying conduct must, in fact, violate an applicable law or regulation. For employers, this means fewer claims based on misunderstanding or perception alone and a clearer legal standard to rely on when defending cases.

Practical Guardrails for Employers

This is a helpful ruling for employers that narrows certain whistleblower theories, but it does not reduce the need to handle employee concerns carefully. Workers who raise issues involving safety, pay practices, discrimination, harassment, or other potential violations may still be protected under the FPWA or other laws. Retaliation risk remains high if concerns are mishandled. The safest approach is to take complaints seriously, respond promptly, and document what you did and why.

Reducing Whistleblower Risk

Strong internal processes remain the best protection. Employees should know how to report concerns, and those concerns should be reviewed quickly and objectively.  Managers should be trained to recognize protected complaints and avoid reactions that could be viewed as retaliatory, even unintentionally. Employment decisions also need consistency. Performance issues, disciplinary actions, and terminations should be supported by clear records and documentation.

Bottom Line

The Florida Supreme Court’s decision strengthens the employer’s position in certain whistleblower cases by requiring proof of an actual legal violation. However, the day-to-day risk management approach does not change. Employers that respond consistently, document thoroughly, and train managers effectively will be in the strongest position if a claim arises.

PrestigePEO is here to help. Please contact your HR Business Partner with any questions.

The New York Legislature recently passed a bill that would broaden current and former employees’ rights to access personnel files, require employers to notify employees when certain negative information is added to those files, establish record-retention requirements, and prohibit retaliation against employees who exercise these rights. This pending bill also applies to personnel records maintained by third party vendors, such as outsourced human resources or payroll support.

The bill is currently sitting on the governor’s desk awaiting signature.  If signed, it will become law effective 60 days after signature and apply to all employers in New York state. These new employer obligations are applicable to both current and former employees and will require employers to respond to all written requests for such information within five (5) business days.  No cost may be associated with or fees charged for the records request, and the law applies to a broad definition of records that are used or may be used in connection with employment. The law also requires that employers notify employees within ten (10) days of placing any information in the personnel file that could negatively impact the employee’s qualifications for employment, placement, transfer or promotional opportunities, increased compensation opportunities, or disciplinary actions. Employees will also be given the right to dispute any information contained in the personnel file and provide a written statement outlining their position.  This written statement must be maintained with the file and provided as a part of the entire personnel file, when shared with any requesting party.

There are also new record retention obligations. Employers would have to keep each employee’s complete personnel file from the date of hire through three years after termination, without deleting or removing information. Employers with written personnel policies will be required to keep them on file at the office location that handles personnel matters.

In anticipation of this legislation becoming law, employers are encouraged to prepare for these personnel file requests now.  Auditing current employment file practices and determining where all related information is housed, including what material may be maintained with external partners, will be key to assessing next steps in aligning with these new requirements.  Employers are encouraged to create a written request and response process, including the designation of proper internal contact information and a standardized checklist to ensure all obligations are met.

PrestigePEO is here to help and will continue to monitor this pending legislation. Please reach out to your HRBP with any questions.

New York employers may soon face new requirements when offering severance agreements to departing employees. The proposed “No Severance Ultimatums Act” has passed the state legislature and is awaiting the governor’s signature.

If enacted, employers would be required to provide employees with:

• Notice of their right to consult an attorney
• At least 21 days to review a severance agreement
• A seven-day period to revoke acceptance after signing

The legislation would apply broadly to severance agreements that include the release of legal claims, regardless of the employee’s age. Employers would also be prohibited from pressuring employees to sign early or offering incentives to make a decision more quickly.

The biggest concern for employers is that noncompliant agreements could be deemed unenforceable, potentially leaving employers without the legal protections they expected in exchange for severance payments.

Because the bill would take effect immediately if signed, New York employers should review severance templates, update separation procedures, and train HR personnel on the proposed requirements.

With little warning expected before implementation, preparing now can help avoid compliance issues.

PrestigePEO will continue to monitor developments that impact your workplace. If you have any questions, please contact your HR Business Partner.

On June 2, the New York legislature passed a bill that currently awaits the governor’s signature targeting “ghost job” postings. Ghost jobs are job advertisements that appear to be related to current job openings, but in reality are postings that are posted for alternative reasons such as building an applicant pool, or those jobs posted for possible future roles that currently do not exist.  If signed, this new law would become effective immediately and would apply to employers with 100 or more employees and some third-party job posting platforms.

While the new law does not ban this pipeline type applicant pool building strategy, it does require employers to provide more transparency into their job posting practice. The posting would have to outline if the employer is currently hiring or looking to hire in the future, or if the purpose of the posting is to collect resumes for future openings.

Both employers that meet the employee count criteria and third-party job posting platforms will be impacted.  A third-party job posting platform is defined in the new legislation as “a person or entity that is not the employer that posts multiple job vacancies or listings on behalf of or independently of employers for job seekers to search and apply to job postings on one platform.” Employers who use third-party platforms for these purposes will be required to monitor and collaborate closely with their vendors to ensure compliance.

Covered job postings would need to include one of the three disclosures below, depending on the employer’s hiring objective:

• Current vacancy to be filled within 90 days. The posting would need to state, in bold capital letters, that it is for a current vacancy and that the employer intends to fill the position by a specified date: THIS POSTING IS FOR A CURRENT VACANCY AND THE EMPLOYER INTENDS TO FILL THIS POSITION BY (DATE).
• Current vacancy to be filled more than 90 days later. The posting would need to state, in bold capital letters, that it is for a current vacancy and there is no intention to fill the position sooner than a specified date: THIS POSTING IS FOR A CURRENT VACANCY AND THE EMPLOYER INTENDS TO FILL THIS POSITION NO SOONER THAN (DATE).
• No current vacancy. If the employer does not expect to fill the position at this time, the posting would need to state, in bold capital letters, that it is not for a current vacancy and that the employer is collecting resumes for future openings: THIS POSTING IS NOT FOR A CURRENT VACANCY BUT THE EMPLOYER IS SEEKING RESUMES TO REVIEW IN THE FUTURE WHEN JOBS BECOME AVAILABLE.

The bill also requires that job postings are removed within two weeks after the position is filled or otherwise expires and employers working with third party platforms will be required to notify them of any changes to the job status.  While there is no private right of action for employees or job seekers, there are penalties for non-compliance including allowing those claiming violations to report them to the New York Department of Labor for investigation.  The New York Department of Labor would also be authorized to conduct audits of job posting practices.  Violations could result in penalties and fines of $2,500 each, with a 30-day cure period.  Failure to cure the violation could result in higher fines and penalties.

Due to the bill’s anticipated passage and immediate effective date, employers are encouraged to review their job positing practices and develop new strategies if necessary.  Identifying where job postings are located and determining the purpose for each of the postings as well as separating out active roles from future roles are recommended first steps. Employers are encouraged to develop a process for reviewing and updating job postings, including implementing a removal time frame, on a routine basis, as well as work closely with any third-party platforms to implement new review and timing procedures.

PrestigePEO is here to help and will continue to monitor this pending legislation.  If you have questions, please reach out to your HRBP for support.

Employers operating in Oregon and Washington should prepare for a series of employment law changes that take effect throughout 2026 and 2027. These new laws address immigration-related workplace protections, hiring practices, child labor rules, wage enforcement, artificial intelligence, workplace safety, and restrictive covenant agreements.

While some changes apply only to specific industries, many will affect employers across a wide range of sectors. Now is a good time to review policies, hiring procedures, and workforce management practices to ensure compliance.

Oregon Updates

Expanded Immigration-Related Employee Protections – Effective June 2026

Oregon employers may not take adverse action against employees who update or attempt to update personal information because of lawful changes to their federal work authorization documents. Employers must still comply with federal employment verification requirements but should review internal procedures to ensure employees are not treated differently when updating their documentation.

Healthcare Industry Requirements – Effective June 2026

Healthcare facilities face new obligations to support immigrant communities and protect employee rights. Covered employers must establish policies governing interactions with law enforcement and maintain safeguards for sensitive personal information. Certain employee communications about immigrant rights and available legal resources will also receive additional protection.

Construction Industry Enforcement Efforts – Effective June 2026

State agencies will increase oversight of construction sites to identify the use of unlicensed labor contractors. Construction employers should verify that all labor providers and subcontractors are properly licensed and registered.

School and Higher Education Immigration Notification Requirements – Effective September 2026

Public educational institutions must establish procedures to notify affected parties when federal immigration enforcement activity occurs on campus.

Changes Affecting Minors and Wage Rules – Effective January 2027

Several laws taking effect in 2027 will affect youth employment, domestic care services, and wage enforcement. Oregon is also strengthening penalties for intentional wage theft and increasing consequences for contractors who knowingly engage unlicensed labor contractors.

Behavioral Health Worker Safety Plans – Effective July 2027

Certain behavioral health providers contracting with the state will be required to implement written employee safety plans that address workplace hazards, lone-worker protections, and reporting procedures.

Washington Updates

State Labor Relations Authority Expansion – Effective June 2026

Washington has adopted a framework that could enable the state to regulate certain private-sector labor relations matters if federal oversight becomes unavailable or limited. Employers should continue to monitor developments in this area, as legal challenges and additional guidance are expected.

Cash Transaction Rounding Rules – Effective June 2026

Businesses conducting in-person cash transactions may round totals or change to the nearest five-cent increment when exact pennies are unavailable. Customers who provide exact change must still be allowed to pay the original amount.

Expanded Fair Chance Hiring Requirements – Effective July 2026 and January 2027

Washington is further limiting how employers use criminal history information during the hiring process. Employers with 15 or more employees must comply beginning July 1, 2026, while smaller employers have until January 1, 2027. Employers should review job applications, background check procedures, and hiring policies for compliance.

Child Labor Law Changes – Effective July 2026

New legislation increases penalties for child labor violations and may result in the loss of permits authorizing the employment of minors. At the same time, qualified 16- and 17-year-old students participating in approved college or career education programs may have expanded opportunities to work additional hours during the school year.

AI Companion Chatbot Requirements – Effective January 2027

As businesses increasingly utilize artificial intelligence tools, Washington is establishing rules governing AI-powered companion chatbots. Organizations that deploy AI systems interacting with consumers, applicants, or employees should monitor future guidance and evaluate compliance obligations.

Washington Non-Compete Ban – Effective June 2027

One of the most significant changes is Washington’s move to effectively eliminate non-compete agreements for employees and independent contractors. Existing non-compete agreements will generally become unenforceable beginning June 30, 2027.

Employers should begin reviewing restrictive covenant agreements now. While traditional non-compete provisions will largely be prohibited, certain protections—including confidentiality agreements and carefully drafted non-solicitation provisions—may remain permissible if they meet statutory requirements.

Affected employers will also need to provide notices to workers with existing non-compete agreements by October 2027.

Employer Action Items

To prepare for these changes, employers should consider:

• Reviewing hiring and background-check practices.
• Auditing wage-and-hour compliance.
• Updating policies on immigration compliance and workplace safety.
• Assessing existing restrictive-covenant agreements, particularly for Washington-based employees.
• Monitoring future guidance regarding these changes.

Oregon and Washington continue to expand workplace protections and regulatory requirements across a wide range of employment practices. Employers that begin planning now will be better positioned to maintain compliance, minimize risk, and adapt smoothly as these new laws take effect in 2026 and 2027.

PrestigePEO is here to help. Please contact your HR Business Partner with any questions concerning these updates and how they may impact your organization.