Wages, hours and worker classification laws by state

SB 79: An Act relating to wage payments; and providing for an effective date.

An employer may credit employee wages to a payroll card account only if the employee voluntarily authorizes it or has not authorized direct deposit. The employer must notify the employee of wage payment options, payroll card terms and fees, and cost-free access methods. The payroll card must provide at least one cost-free withdrawal weekly and unlimited cost-free balance checks.

HB 2310: qualified marketplace contractors; employment

Qualified marketplace platforms must execute written contracts with qualified marketplace contractors that specify independent contractor status, payment based on performance or output, freedom to choose work hours and serve other parties, contractor responsibility for expenses and taxes, and termination rights without cause on reasonable notice.

SB 1159: employment practices; wage claims

An employee may file a written wage claim with the department against an employer for unpaid wages not exceeding twelve thousand dollars if filed within one year of accrual. The department may obtain judgment, execution, garnishment, attachment, or other available remedies for collection of unpaid wages established by final department determination.

SB 279: To assist the division of labor with enforcing the fair and prompt payment of wages to arkansas citizens; and to clarify the manner in which wage and hour complaints are investigated.

The Director of the Division of Labor shall investigate all complaints filed for unpaid wages to determine if the minimum wage act has been violated. The assessment period shall be for the two years preceding the filing of the complaint but may be extended through the date the director issues a notice of assessment if a violation hindered the investigation.

AB 1331: Workplace surveillance.

Employers must not use workplace surveillance tools to monitor workers in bathrooms, locker rooms, changing areas, or lactation spaces. Employers must not use audio surveillance in employee-only breakrooms or cafeterias. Workers have the right to leave behind surveillance tools on their person when entering these areas, employee-only breakrooms, public bathrooms, or during off-duty hours, unless required by law to remain available.

Takes effect 1 January 2027

AB 1697: Employment contracts: stay-or-pay provisions: contract date.

For contracts entered into on or after January 1, 2027, employers, training providers, and debt collectors must not include contract terms requiring workers to pay debts, penalties, fees, or costs upon termination of employment or work relationships, with specified exceptions for loan repayment programs, transferable credential repayment, apprenticeships, discretionary bonuses, and residential property contracts.

AB 1904: Teachers: credentialed educator apprenticeship programs.

The Commission on Teacher Credentialing must partner with the Division of Apprenticeship Standards to disseminate, approve, and monitor credentialed educator apprenticeship programs. The commission must issue apprenticeship certificates or permits to educator candidates without credentials who are employed by local educational agencies and participating in approved programs. Applicants must submit documentation showing programs include at least 300 hours of paid on-the-job training and 200 hours of annual support before educator apprentices serve as educators of record.

Takes effect 1 January 2027

AB 2646: Employment: minimum wages: agricultural workers.

Agricultural employers must pay approved agricultural employees and corresponding employees a minimum hourly wage of $19.75 per hour. Beginning January 1, 2027, and each January thereafter, this wage must be adjusted by the cost-of-living adjustment for social security benefits as published by the Social Security Administration.

Takes effect 1 January 2027

SB 1383: Housing development: density bonus: incentives or concessions: labor standards.

A city, county, or city and county shall exclude from the definition of incentives or concessions any reduction in site development standards, modification of zoning code or architectural design requirements, or other regulatory incentives or concessions that include or relate to a labor standard as defined in Labor Code Section 1205.

Takes effect 1 January 2027

SB 947: Employment: automated decision systems.

Employers must not use automated decision systems to infer protected status, conduct predictive behavior analysis for employment decisions, or rely solely on ADS for disciplinary, termination, or deactivation decisions. Employers must provide workers written notice and data access upon request when primarily relying on ADS for such decisions.

Takes effect 1 January 2027

AB 1198: Public works: prevailing wages.

Commencing July 1, 2027, the Director of Industrial Relations must determine prevailing wage rate changes during semiannual periods and apply those determinations to public works contracts awarded or noticed after that date. Contractors, awarding bodies, or representatives may petition for rate review within 20 days, and the director must issue a final determination within 20 days of petition filing.

Takes effect 1 January 2027

AB 1534: Federal Workforce Pell Grant program: local workforce development boards: participant training requirement.

Beginning July 1, 2028, local workforce development boards must ensure at least 50 percent of participants enrolled in adult and dislocated worker programs receive workforce training services. Public postsecondary institutions cannot disburse federal Workforce Pell Grant funds unless authorized by the Student Aid Commission and approved by the U.S. Department of Education.

AB 1980: Labor: apprenticeship: Equal Representation in Construction Apprenticeships Grant Program.

Upon legislative appropriation, the Department of Industrial Relations must establish and administer the Equal Representation in Construction Apprenticeships Grant Program through its Division of Apprenticeship Standards. The department must issue competitive requests for applications from qualified organizations providing registered preapprenticeship and apprenticeship programs for women, nonbinary individuals, and underrepresented populations, and prioritize applicants serving specified disadvantaged groups.

Takes effect 1 January 2027

AB 2129: State employees: compensation: firefighters.

The state must bargain in good faith with rank-and-file firefighters in State Bargaining Unit 8 of the Department of Forestry and Fire Protection to reach salaries within 15 percent of the average salary for corresponding ranks in 20 specified California fire departments. The state and the exclusive representative must jointly survey and calculate estimated average salaries annually.

Takes effect 1 January 2027

SB 1371: Solid waste handling services: labor dispute.

Local agencies must not include force majeure provisions in franchise contracts, licenses, or permits for solid waste handling services entered into or substantially amended on or after January 1, 2027, that excuse performance during labor disputes. Any existing force majeure provisions excusing performance due to labor disputes are void. Local agencies and employers cannot issue sanitation, health, or safety orders to compel work during lawful labor disputes unless strict conditions are met.

Takes effect 1 January 2027

SB 909: Public works.

Contractors and subcontractors must register with the Department of Industrial Relations and pay annual registration and renewal fees up to $1,000 to bid on or perform public works contracts. Contractors must keep accurate payroll records and ensure workers are paid prevailing wages. Contractors must monitor subcontractors' compliance with prevailing wage and apprenticeship requirements.

Takes effect 1 January 2027

AB 1235: California State University: skilled and trained workforce requirement.

A contractor shall not be prequalified for, shortlisted for, or awarded a contract with the Trustees of the California State University unless the contractor provides an enforceable commitment that the contractor and its subcontractors at every tier will use a skilled and trained workforce to perform all work on the project that falls within an apprenticeable occupation in the building and construction trades. This requirement does not apply if a project labor agreement is in place or the project is for housing development.

Takes effect 1 January 2027

AB 2227: Farm labor contractors: surety bonds.

Farm labor contractors must deposit surety bonds with the Labor Commissioner based on annual gross receipts: $50,000 for gross receipts up to $500,000, $100,000 for $500,000 to $2,000,000, and $150,000 for gross receipts greater than $2,000,000. The Labor Commissioner must include bond information on the public farm labor contractor license database.

Takes effect 1 January 2027

SB 1227: Department of Industrial Relations: apprenticeship pilot program.

The Department of Industrial Relations and the Department of Human Resources must partner with bargaining units representing DIR employees to design and develop an apprenticeship pilot program addressing DIR's staffing challenges by January 1, 2028. The program must be consistent with the constitutional merit principle and have pay scales determined by collective bargaining.

Takes effect 1 January 2027

SB 1316: Employment.

The Labor Commissioner may renew liens on real property for additional 10-year periods by recording a renewal certificate of lien or renewed judgment before expiration. Employers and contractors must produce payroll, time, and employment records within 15 days (or 10 days for public works) of written Labor Commissioner request or be precluded from using them as evidence in administrative proceedings.

Takes effect 1 January 2027

SB 171: Labor.

Employers must pay surcharges and assessments by electronic funds transfer. Employers failing to timely or completely pay surcharges, assessments, or electronic funds transfer requirements face a 10% penalty on unpaid amounts unless reasonable cause is shown. The Director of Industrial Relations enforces compliance and may waive or reduce penalties.

AB 339: Local public employee organizations: notice requirements.

The governing body of a public agency and designated boards and commissions must give recognized employee organizations no less than 45 days' written notice before issuing a request for proposals, request for quotes, or renewing or extending an existing contract to perform services within the scope of work of represented job classifications. The notice must include anticipated duration, scope of work, anticipated cost, draft solicitation, and reason for necessity.

AB 692: Employment: contracts in restraint of trade.

For contracts entered into on or after January 1, 2026, employers, training providers, and debt collectors must not include or require workers to execute employment contract terms that require payment of debt upon termination, authorize collection resumption upon termination, or impose penalties, fees, or costs upon termination, with specified exceptions for loan repayment programs, transferable credential repayment, apprenticeships, and discretionary bonuses.

SB 20: Occupational safety: high-exposure trigger tasks on artificial stone.

Persons or entities engaged in high-exposure trigger tasks on artificial stone must use effective wet methods and cannot use dry methods. Owners or operators of fabrication shops must ensure employees performing high-exposure trigger tasks receive training and attest annually to the division beginning July 1, 2026 that employees have been trained.

SB 261: Division of Labor Standards Enforcement: orders, decisions, and awards.

A judgment debtor must satisfy a final judgment arising from nonpayment of wages within 180 days after the time to appeal expires or face a civil penalty not exceeding three times the outstanding judgment amount. The Labor Commissioner or a public prosecutor, as assignee of the judgment creditor, must be awarded court costs and reasonable attorney's fees for enforcing such judgments.

SB 464: Employer pay data.

Private employers with 100 or more employees must submit annual pay data reports to the Civil Rights Department by the second Wednesday of May, covering the prior calendar year. Reports must include employee counts by race, ethnicity, and sex across 23 job categories, earnings data by pay bands, median and mean hourly rates, and total hours worked. Employers must collect and store demographic information separately from personnel records.

SB 578: California Workplace Outreach Program.

The Department of Industrial Relations must establish and administer the California Workplace Outreach Program to promote awareness of and compliance with workplace protections affecting California workers. The department must issue a competitive request for applications from qualified nonprofit organizations to provide education and outreach services and assist workers in asserting their workplace rights.

SB 590: Paid family leave: eligibility: care for designated persons.

Commencing July 1, 2028, workers become eligible for up to eight weeks of paid family leave benefits to care for a seriously ill designated person, defined as any care recipient related by blood or whose association is equivalent to a family relationship. Individuals requesting benefits for a designated person must identify that person and attest under penalty of perjury to their blood relation or equivalent family relationship.

SB 597: Labor-related liabilities: direct contractor and subcontractor.

For contracts entered into on or after January 1, 2026, direct contractors must assume liability for any indebtedness for labor incurred by subcontractors at any tier, including unpaid wages and fringe benefits. Direct contractors must monitor subcontractor payment compliance, take corrective action upon discovering failures, and obtain affidavits before final payment.

SB 294: The Workplace Know Your Rights Act.

Employers must provide stand-alone written notice to each current employee by February 1, 2026, and annually thereafter, describing workers' rights including workers' compensation, immigration agency inspections, union organizing, and constitutional rights when interacting with law enforcement. Employers must provide notice to new employees upon hire and to authorized representatives annually. Employers must not discharge, threaten, demote, suspend, or retaliate against employees for exercising rights under this part.

AB 1104: Net energy metering: construction of renewable electrical generation facilities: public works project requirements.

Contractors performing construction of renewable electrical generation facilities and associated battery storage receiving net energy metering service must pay workers the general prevailing rate of per diem wages, maintain and verify payroll records per Labor Code Section 1776, and submit certified payroll records to the commission biannually on July 1 and December 31.

AB 538: Public works: payroll records.

Contractors and subcontractors must keep accurate payroll records showing name, address, social security number, work classification, hours worked, and wages paid. Awarding bodies must obtain certified payroll records from contractors within 10 days of written notice and make them available to the public upon request.

AB 889: Prevailing wage: per diem wages.

Employers must compute credit for employer payments on an annualized basis when seeking credit for payments higher on public works than private construction, with limited exceptions. Employers must prove proper calculation and produce employee hour and payment records upon request from the Labor Commissioner. Defined contribution pension plans with immediate participation and essentially immediate vesting are excepted from annualization requirements.

SB 809: Employees and independent contractors: construction trucking.

Eligible construction contractors must execute a settlement agreement with the Labor Commissioner before January 1, 2029, whereby they agree to reclassify construction drivers as employees, pay all wages, benefits, and taxes owed, maintain converted positions as employee positions, and secure required workers' compensation coverage. Mere vehicle ownership does not make a person an independent contractor. Commercial motor vehicle drivers who own their vehicles are entitled to reimbursement for use, upkeep, and depreciation.

AB 1002: Contractors: failure to pay wages: discipline.

Contractors must pay workers the full amount of wages entitled under state law, fulfill wage judgments, and comply with injunctions or court orders regarding wage payment. The Attorney General may bring civil action against contractors failing to meet these obligations.

SB 642: Employment: payment of wages.

Employers shall not pay employees at wage rates less than rates paid to employees of another sex or another race or ethnicity for substantially similar work, except based on seniority systems, merit systems, production-based systems, or bona fide factors other than sex or race or ethnicity. Employers with 15 or more employees must include pay scales in job postings and provide pay scales to applicants and current employees upon request.

SB 291: Contractors: workers' compensation insurance.

Licensed contractors must file a current and valid Certificate of Workers' Compensation Insurance or Certification of Self-Insurance with the Contractors State License Board before issuance, reinstatement, reactivation, renewal, or continued maintenance of a license. Sole owner licensees, partnerships, corporations, limited liability companies, and tribal business licensees found to have employed workers without maintaining workers' compensation coverage are subject to minimum civil penalties of $10,000, $20,000 respectively, with additional penalties up to $30,000 per occurrence.

AB 1514: Worker classification: employees and independent contractors: licensed manicurists: commercial fishers.

Licensed manicurists, estheticians, electrologists, barbers, and cosmetologists may be classified as independent contractors if they set their own rates, process their own payments, set their own hours, maintain their own business license, and issue Form 1099 if working at the hiring entity's location. The Employment Development Department and Division of Labor Standards Enforcement must report to the Legislature by June 1, 2026, on misclassification allegations involving licensed manicurists since January 1, 2020. Commercial fishers working on American vessels remain exempt from the ABC test through January 1, 2031, and the Employment Development Department must issue annual unemployment insurance reports by June 30.

AB 1362: Foreign labor contractor registration: agricultural workers.

Beginning July 1, 2027, persons licensed or acting as farm labor contractors who perform foreign labor contracting activities must register with the Labor Commissioner as foreign labor contractors. All foreign labor contractors must register and comply with application, bonding, and disclosure requirements, including listing each federal visa program under which they will perform foreign labor contracting activities.

Took effect 1 January 2026

SB 400: Labor: elective compensation under the Inflation Reduction Act of 2022.

Taxpayers, employers, contractors, and subcontractors may voluntarily make elective retroactive wage payments to workers on qualified renewable clean energy facilities under the Inflation Reduction Act of 2022. Such payments do not constitute violations of specified wage and labor code provisions if conditions are met, including that the facility is not a public works project and payments are solely for federal tax incentive purposes.

SB 648: Employment: gratuities: enforcement.

No employer or agent shall collect, take, or receive any gratuity paid to an employee by a patron, deduct any amount from wages on account of a gratuity, or require an employee to credit a gratuity against wages. Employers must pay employees the full gratuity from credit card payments without deductions for processing fees, by the next regular payday.

Took effect 1 January 2026

HB 1272: Extreme Temperatures Worker Protections

Adds definitions and establishes requirements for principals to develop temperature-related injury and illness prevention plans protecting workers from extreme heat and cold, including provisions for potable water, rest areas, acclimatization, and emergency response procedures.

SB 160: Personal Protective Equipment & Meatpackers

SB 193: Local Ordinances & State Employees

SB 121: Overtime Threshold for Agricultural Employees

HB 25-1284: Regulating Apprentices in Licensed Trades

Electrical contractors and registered plumbing contractors must not register apprentices with their respective boards unless the apprentices are enrolled in apprenticeship programs training them for occupations officially recognized by the United States Department of Labor as electrical or plumbing occupations. Contractors must provide proof of eligibility within thirty days of noncompliance notice.

SB 25-144: Change Paid Family Medical Leave Insurance Prog

The director shall set paid family and medical leave insurance premium rates based on specified formulas. From January 1, 2026 through December 31, 2026, the premium is eighty-eight hundredths of one percent of wages per employee. For 2027 and thereafter, the director shall adopt premium rates by rule on or before September 1 of the preceding year to maintain adequate fund reserves and minimize volatility, not exceeding one and two tenths of a percent of wages per employee.

SB 25-128: Agricultural Worker Service Providers Access Private Property

An employer shall not interfere with an agricultural worker's reasonable access to key service providers at any location other than the employer's property during times when the agricultural worker is not performing compensable work or during paid or unpaid rest and meal breaks, and with respect to health-care providers at any time. An employer shall not interfere with an agricultural worker's reasonable access to key service providers through remote channels, including telehealth appointments, on the employer's property.

HB 25-1001: Enforcement Wage Hour Laws

Employers must pay all earned wages within fourteen days after written demand or service of civil action. Employers that own or control at least twenty-five percent of ownership interests are included as employers. Employers must not discriminate or retaliate against employees who file wage complaints or provide evidence in wage proceedings.

SB 268: An act authorizing the comptroller to withhold payment for violations of the prevailing wage statutes.

Contractors or subcontractors performing work on public works projects must comply with prevailing wage requirements under subsection (b) of section 31-53. The labor commissioner must issue a stop work order not later than seventy-two hours after determining a violation exists.

Took effect 1 October 2026

HB 383: An act to amend title 29 of the delaware code relating to pay for department of transportation employees.

Beginning July 1, 2024, nonexempt Department of Transportation employees must be paid overtime at the rate of time and one-half after accruing 37.5 compensable hours in a week. Beginning July 1, 2026, specified Department of Transportation employees in listed position titles must be paid overtime at the rate of time and one-half after accruing 37.5 compensable hours in a week.

HJR 13: Directing the department of labor to study the creation of a delaware healthcare apprenticeship degree program and to report findings and recommendations to the governor and the general assembly.

HB 263: An act to amend title 19 of the delaware code relating to training and apprenticeship programs.

The State Treasurer must invest the Apprenticeship and Training Fund consistent with Cash Management Policy Board policies and credit monthly interest. The Department of Labor must allocate Fund money annually: twenty percent to the Apprenticeship and Training Section for apprenticeship promotion and pre-apprenticeship support, and eighty percent to the Department of Education for technical instruction. No more than fifteen percent annually may be used for administration. Fund money cannot supplant existing state funding.

SJR 14: Directing the department of education to conduct a study and report on workforce data relating to public education support professionals.

The Department of Education must develop and submit a report by November 2, 2026 containing workforce data on education support professionals by local education agency, including employment numbers, vacant positions, hourly rates, and casual/seasonal workers. The report must include recommended hourly, weekly, and bi-weekly rates to ensure all education support professionals earn at least the minimum living wage.

SB 263: An act to amend title 19 of the delaware code relating to labor.

Amends Delaware labor law to exempt minor league baseball players compensated under a collective bargaining agreement from state minimum wage and recordkeeping standards.

SB 63: An act to amend title 19 of the delaware code relating to labor.

Clarifies that a general contractor is not subject to debarment under Title 19 of the Delaware Code for penalties incurred by a subcontractor's violations, though the contractor remains liable for other subcontractor penalties.

HB 105: An act to amend title 19 of the delaware code relating to employment practices.

Employers with 26 or more employees must include hourly or salary compensation range and general description of benefits in all job postings for Delaware jobs and non-international remote positions. Employers must provide this information to applicants before any compensation offer or discussion. Employers must maintain job descriptions and wage rate records for 3 years.

HB 681: Apprenticeship and Preapprenticeship Program Funding

The Department of Education must develop a standard model contract template for local educational agencies and apprenticeship programs, establish uniform minimum standards requiring partnerships to document funding splits, and create an apprenticeship funding transparency tool by July 1, 2026. Local educational agencies and apprenticeship programs must define roles and divide funding based on responsibilities, with administrative-only roles capped at 10 percent.

Took effect 1 July 2025

HB 1302: Education and Workforce Strategy Act; enact

HB 987: Voluntary Portable Benefit Plan Act; enact

Hiring parties and other entities may voluntarily contribute funds to independent contractors' portable benefit accounts. Withholding compensation for such contributions requires a written agreement that is clear, unambiguous, and prominently displayed, and the independent contractor must opt in and may opt out at any time. Voluntary contributions do not classify the hiring party as an employer.

SB 55: "Dignity and Pay Act"; enact

No employer shall use a U.S. Department of Labor certificate under 29 U.S.C. Section 214(c) to pay individuals with disabilities less than the federal minimum wage, except employers holding such certificates on or before July 1, 2025, may do so until July 1, 2027, with a phase-in requiring at least half the federal minimum wage from July 1, 2026 through June 30, 2027.

Took effect 1 July 2025

SB 180: High Demand Apprenticeship Program; opportunities for apprenticeship sponsors to enter into apprenticeship program contracts with State Board of the Technical College System of Georgia; provide

Employer sponsors or apprenticeship sponsors may apply to the State Board of the Technical College System of Georgia to enter into contracts to conduct apprenticeship programs. The board shall provide contract completion awards upon successful completion, with amounts determined by education and training hours but not exceeding $10,000 per apprentice for contracts before July 1, 2024, or $5,000 per apprentice thereafter. Sponsors may contract for up to five apprentices per year through Fiscal Year 2024, then ten per year beginning Fiscal Year 2025.

SB 2140: Relating to county labor standards.

Each county must require contractors to disclose information regarding employees' wages, benefits, hours, and employment status. Counties must deny, revoke, or suspend building permits if contractors violate applicable wage, benefit, hours, or employment status laws as determined by the department of labor and industrial relations, United States Department of Labor, or judicial order.

HB 430: Relating to internships.

The department of labor and industrial relations must administer an on-the-job training work experience program contracting with private sector employers to provide up to $20.00 per hour wage reimbursement for intern training and supervision, limited to twelve weeks for college students and six weeks for high school students. The department must also establish and administer a state internship and workforce development program placing interns in state executive branch departments.

SB 1454: Relating to the wage and hour law.

Employers must pay wages in legal tender or checks convertible to cash on demand. Employers who fail to pay wages without equitable justification or violate wage and hour laws must comply or face orders of wage payment violation issued by the department.

HB 1027: Relating to public employment cost items.

Appropriates and authorizes funds for fiscal biennium 2025-2027 to cover collective bargaining cost items and salary adjustments for bargaining unit (1) employees and excluded state officers across multiple departments, with all amounts shown as zero.

HB 3460: Cosmetology/barber-apprentices

Sponsoring salons or shops must employ apprentices under apprenticeship agreements approved by the Department of Labor. Apprentices must complete 2,250 hours of practical training plus 180 hours of supplemental instruction for cosmetology or barbering, or 2,000 hours plus 144 hours for esthetics or nail technology. Apprentices may only provide services under supervision of an active licensed professional within that professional's scope of practice.

HB 1189: Prevailing wage-fed project

Public bodies administering or controlling federal construction projects must apply prevailing wage requirements if the prevailing rate of wages equals or exceeds the United States Secretary of Labor's prevailing wage determination for the same locality and type of construction.

Took effect 1 July 2025

SB 2164: Wage payment-collection

Employers must timely pay wages, final compensation, and wage supplements as required by the Act. Employers demanded or ordered by the Department or court to pay wages must pay a non-waivable administrative fee to the Department of Labor based on the amount owed: $250 if $3,000 or less; $500 if more than $3,000 but less than $10,000; $1,000 if $10,000 or more.

HB 1044: Insurance coverage for public safety employees.

Local unit public employers must provide group health insurance to public safety employees who become disabled on or after January 1, 2020 and receive Class 1 or Class 2 impairment benefits. Disabled employees must file a written request before June 1, 2026, or within 90 days after receiving disability benefits, whichever is later, and must pay the same premium amount as active employees. Surviving spouses and dependents of public safety employees who die in the line of duty must pay the same premium amount as active employees for coverage they select.

SB 245: Tip pooling.

Employers may require tipped employees to participate in tip pooling arrangements where tips are shared only with other tipped employees, or with both tipped and nontipped employees if the employer pays at least minimum wage. Employers must notify employees of required tip pool contribution amounts and may not retain any employees' tips. Managers and supervisors may not receive tips from tip pooling arrangements.

HB 1125: Earned wage access services.

Providers of earned wage access services must obtain a license from the department of financial institutions. Providers must offer at least one no-cost option to obtain proceeds, fully disclose all fees before entering agreements, allow cancellation without fees, and comply with privacy and information security laws. Providers must not share fees with employers, use consumer reports to determine eligibility, charge late fees or penalties, report nonpayment to credit agencies, or compel collection through lawsuits or third parties.

Took effect 1 July 2025

SB 146: Teacher compensation.

Beginning June 30, 2025, school corporations must pay teachers a minimum salary of $45,000 and expend at least 65% of state tuition support on teacher compensation. School corporations and charter schools must provide health coverage under a state employee health plan if less expensive than alternatives. Full-time teachers receive 20 days paid parental leave; part-time teachers receive 10 days upon birth, adoption, or stillbirth.

Took effect 1 July 2025

SB 371: Workforce matters.

Unemployment claimants must verify their identity before filing a claim and as a condition for continued eligibility. The department must schedule claimants for orientation at a one-stop center within the fourth to sixth week after benefits begin. Claimants must maintain tangible evidence of active job search and engage in systematic and sustained effort to find suitable work.

Took effect 1 July 2025

HB 1558: Employment of minor league baseball players.

Employers must exclude from the definition of employee any person who has entered into a contract to play baseball at the minor league level and is compensated under the terms of a collective bargaining agreement that expressly provides for wages and working conditions. Employers are not required to keep records of daily and weekly hours worked or wages paid for such persons.

Took effect 1 July 2025

SF 2168: A bill for an act relating to workforce matters including apprenticeships and other career training, unemployment insurance, and membership of the state workforce development board, making appropriations, and including effective date provisions.

Expands apprenticeship program definitions and requirements, increases apprenticeship training fund appropriations from three to four million five hundred thousand dollars annually, creates a career training physical expansion program for community colleges and apprenticeship programs, and modifies unemployment insurance and workforce development board provisions.

HB 2602: Establishing requirements for a portable benefit plan for independent contractors, determining types of contributions to such plans and providing a subtraction modification for Kansas income tax purposes.

Hiring parties may contribute funds to portable benefit accounts for independent contractors through portable benefit plan providers offering health insurance, income replacement insurance, disability insurance, life insurance, or retirement benefits. Contributions may use contractor funds, hiring party funds, or withheld compensation if expressly agreed in writing, clearly displayed, voluntarily elected with opt-out rights. Contributions cannot determine worker employment classification.

HB 2092: Setting the time for professional employer organization registration expiration, renewal and the filing of audits with the secretary of state, limiting the method of providing surety for professional employer organizations with insufficient working capital to bonds and eliminating a market value measure of the sufficiency of such bonds.

Professional employer organizations must register with the secretary of state and renew registration by October 15 following issuance, except registrations issued on or after January 1, 2025 expire October 15, 2026. They must file annual audits coinciding with renewal. Organizations with insufficient working capital must provide a bond to the secretary.

HB 500: AN ACT relating to appropriations measures providing funding and establishing conditions for the operations, maintenance, support, and functioning of the government of the Commonwealth of Kentucky and its various officers, cabinets, departments, boards, commissions, institutions, subdivisions, agencies, and other state-supported activities.

Appropriates funds for Kentucky state government operations, maintenance, and functioning for fiscal years 2026-2027 and 2027-2028 from General Fund, Road Fund, Restricted Funds, Federal Funds, and Bond Funds, totaling approximately $54.7 billion and $53.7 billion respectively.

SB 9: AN ACT relating to teacher benefit provisions and declaring an emergency.

Each school district board of education must establish a sick leave donation program permitting teachers and employees to voluntarily contribute sick leave to colleagues with extended absences due to certified illness, injury, or catastrophic property loss. Districts must also establish maternity leave policies providing up to thirty paid days by July 1, 2030. Districts must report annual sick leave balances to the Teachers' Retirement System.

SB 162: AN ACT relating to unemployment insurance.

The cabinet must refer any person suspected of fraudulently obtaining unemployment benefits to the Department of Justice, Kentucky Justice and Public Safety Cabinet, and appropriate county or Commonwealth's attorney within thirty days of determining suspected fraud occurred. Public agencies must immediately terminate employment or contracts of public employees or contractors who collect or attempt to collect unemployment benefits while employed.

HB 131: AN ACT relating to firefighters' work schedules.

Fire departments in cities and urban-county governments listed on the registry must divide firefighters into three platoons working either twenty-four consecutive hours followed by forty-eight hours off, or forty-eight consecutive hours followed by ninety-six hours off, unless a collective bargaining agreement provides otherwise. All fire department employees must receive at least two weeks annual leave with full pay.

SB 15: AN ACT relating to minimum wage exceptions and declaring an emergency.

Amends Kentucky wage law to clarify that franchisees and their employees are not employees of franchisors, and vice versa, regardless of voluntary agreements with the U.S. Department of Labor, and adds baseball players under collective bargaining agreements to the list of minimum wage exceptions.

HB 301: LABOR: Creates the Independent Contractor Voluntary Portable Benefits Act

SB 383: FUNDS/FUNDING: Provides relative to the Incumbent Worker Training Program. (8/1/26) (EN INCREASE SD RV See Note)

Modifies the Incumbent Worker Training Program by amending R.S. 23:1536(E)(3) and adjusting provisions related to employer contribution reductions when the fund balance exceeds one billion four hundred fifty million dollars.

LD 54: An Act To Require Employers To Disclose Pay Ranges And Maintain Records Of Employees' Pay Histories

This amendment appropriates $81,401 in General Fund money for fiscal year 2026-27 to the Department of Labor to fund one Labor and Safety Inspector position and related costs to enforce employer requirements to disclose pay ranges and maintain employee pay history records.

LD 1587: An Act To Establish Greater Alignment Of Penalties For Certain Labor Law Violations

Persons or employers must pay penalties and ordered remedies within 30 calendar days after all administrative and legal appeals are exhausted. Persons or employers must correct violations within a permitted period. Persons or employers must post notices of violation in the workplace and notify affected employees.

LD 1265: An Act To Amend The Laws Governing Public Employee Market Pay Studies And Comprehensive Reviews Of The Classification Plan For State Service Positions

The bureau must issue a request for proposals and contract with an experienced contractor to complete a market pay study every 4 years comparing state employee salaries with comparable private and public employees in Maine, other New England states, and other states as appropriate. The bureau must submit the market pay study and report to specified legislative committees and bargaining agents no later than September 30, 2024 and every 4 years thereafter. The bureau must conduct a comprehensive review of the classification plan every 10 years beginning in 2024.

LD 598: An Act To Require Minimum Pay For Reporting To Work

An employer that employs at least 10 employees for more than 120 days in a calendar year must pay an employee the lesser of two hours of pay at regular hourly rate or the total scheduled shift pay when the employee reports to work at the employer's request and the employer cancels or reduces scheduled hours. This requirement does not apply if the employer made a documented good faith effort to notify the employee not to report.

LD 1748: An Act To Enhance Businesses' Understanding Of Labor Standards And Grow Maine'S Energy Economy Through A Training Program

Entities that plan to develop energy projects in Maine must complete a training program developed by the Department of Labor and hold a valid certificate of completion. The certificate must be posted conspicuously at each job location. Certificates are valid for no more than 2 years from issuance.

LD 1117: An Act To Strengthen Maine'S Workforce Through Certified Preapprenticeship Training Programs

Requires the Department of Labor to conduct a study of certified preapprenticeship and registered apprenticeship programs in Maine and other states, including funding methods analysis, and report findings to the Joint Standing Committee on Labor by December 3, 2025.

LD 589: An Act To Make Agricultural Workers And Other Related Workers Employees Under The Wage And Hour Laws

Employers may not employ agricultural employees at a rate less than $14.65 per hour beginning January 1, 2026, adjusted annually for cost of living increases. Employers must keep accurate records of hours worked and wages paid for at least 3 years and provide employees with itemized pay statements.

LD 66: An Act To Expand Access To The Maine Wage Assurance Fund

The Director of the Bureau of Labor Standards must administer the Maine Wage Assurance Fund to pay former employees up to 4 weeks of unpaid wages and liquidated damages when an employer has terminated business with no assets or filed for bankruptcy. Officers, directors, partners, and owners are excluded from eligibility.

LD 898: An Act To Support Rural Workforce Recruitment By Allowing Pay Differentials Based On Work Site Location And Employee Experience And Credentials Under The Maine Equal Pay Law

Directs the Department of Labor to amend its equal pay rules by October 1, 2025 to clarify that different physical locations operated by hospitals or health care entities are separate establishments and that seniority systems may base preference on years of service or pertinent experience or credentials.

HB 1165: State Procurement - Apprenticeship Program Accountability and Completion

Contractors awarded covered procurements valued at $1,000,000 or more must utilize a registered apprenticeship program or eligible internship program. Registered apprenticeship programs must have a completion rate of at least 25% as determined by the Maryland Department of Labor. Contractors and subcontractors on covered projects must provide written verification of apprenticeship program participation or make required payments.

Took effect 1 October 2026

HB 864: Public Works Contracts - Apprenticeship Requirements (Maryland Workforce Apprenticeship Utilization Act)

Contractors and subcontractors employing four or more individuals on covered public works projects must employ qualified apprentices or journeyworkers to meet an applicable percentage of total labor hours, or make payments to the State Apprenticeship Training Fund not exceeding 25 cents per hour per employee in each covered craft.

Took effect 1 October 2026

SB 673: State Procurement - Apprenticeship Program Accountability and Completion

Contractors awarded covered procurements valued at $1,000,000 or more must utilize a registered apprenticeship program or eligible internship program. Registered apprenticeship programs must have a completion rate of at least 25% as verified by the Maryland Department of Labor. Contractors on covered projects valued at $500,000 or more must participate in apprenticeship training programs or make specified payments.

Took effect 1 October 2026

SB 964: Public Works Contracts - Apprenticeship Requirements (Maryland Workforce Apprenticeship Utilization Act)

Contractors and subcontractors employing four or more individuals on covered public works projects must employ qualified apprentices or journeyworkers to meet an applicable percentage of total labor hours, starting at 20% for projects advertised on or after January 1, 2027. The Secretary of Labor annually establishes the applicable percentage.

Took effect 1 October 2026

HB 532: Employment Standards - Firefighters - Payment of Wages and Payroll Information

Governmental units employing firefighters must compute overtime pay based on hours over 168 hours worked during a 28-day work period, including all regularly scheduled hours but capping earned or accrued leave at 42 hours per week. Counties and municipalities must provide firefighters notice of pay rates and overtime rates at hiring and upon changes, plus statements of hours worked, gross earnings, and deductions for each pay period.

Took effect 1 October 2026

SB 445: Employment Standards - Firefighters - Payment of Wages and Payroll Information

Governmental units employing firefighters must compute overtime pay based on hours over 168 hours during a 28-day work period. Counties and municipalities must provide firefighters notice of pay rates and overtime rates at hiring and upon changes, plus statements showing hours worked, gross earnings, and deductions for each pay period.

Took effect 1 October 2026

SB 831: Labor Law - Child Labor Penalties, Private Sector Employee Labor Relations, and State Employee Labor Standards

Employers in Maryland may not allow formation of workplace organizations that are employer-initiated, include supervisors, address working conditions, are unilaterally dissolvable by the employer, and are expressly exempt from or not subject to the federal National Labor Relations Act. Units in the Executive Branch may not petition the federal government for Fair Labor Standards Act waivers. The Commissioner may assess civil penalties for child labor violations.

Took effect 1 June 2026

SB 94: Commercial Law - Earned Wage Access - Revisions

Lenders and earned wage access providers may not accept tips from consumers or give consumers the option to provide tips. Providers must offer at least one no-cost option for earned wage access, fully disclose all fees, allow cancellation without penalty, and reimburse consumers within 5 business days for overdraft fees caused by provider collection attempts. Providers may not condition access on tip payment, charge late fees for unpaid proceeds, or pursue collection through civil action or third parties.

Took effect 1 October 2026

HB 1294: Commercial Law - Credit Regulation - Earned Wage Access and Credit Modernization

Providers of earned wage access must be licensed under Maryland's consumer loan law or exempt from licensing. Providers must offer at least one no-cost option, fully disclose all fees, set default tips at zero, allow cancellation without fees, and reimburse consumers for overdraft fees caused by collection attempts. Providers cannot charge late fees, interest, or penalties; condition access on tip payment; report non-payment to consumer reporting agencies; or pursue collection through civil action, third parties, or debt buyers.

Took effect 1 October 2025

HB 850: Workgroup on the Creation of a Data Dashboard for Public Work Contracts and Apprentices - Establishment

Each contractor who is contracted under a public work contract shall provide the Commissioner of Labor and Industry with specified information once a week. The Commissioner shall develop and maintain a data dashboard including contractor, employee, wage, and apprentice information, update it at least monthly, post it on the Maryland Department of Labor website, and maintain a 24-month cache.

Took effect 1 July 2025

SB 3: Workgroup on the Creation of a Data Dashboard for Public Work Contracts and Apprentices - Establishment

Establishes a workgroup to study creating a publicly available data dashboard for public work contracts and apprentices, and requires the Commissioner of Labor and Industry to develop and maintain such a dashboard with contractor, employee, wage, and apprentice information updated monthly.

Took effect 1 July 2025

SB 431: Registered Apprenticeship Investments for a Stronger Economy (RAISE) Act

The State Board of Plumbing must waive the license examination requirement for journey plumber licenses for individuals who complete a registered apprenticeship program approved by the Division of Workforce Development and Adult Learning and pay the appropriate fee. The Secretary may waive examination requirements for other licenses upon similar conditions if the Maryland Apprenticeship and Training Council finds the program meets industry standards.

Took effect 1 October 2025

SB 8: Labor: hours and wages; minimum hourly wage rate; modify Amends secs. 2, 4, 4d, 9 & 10 of 2018 PA 337 (MCL 408.932 et seq.). TIE BAR WITH: HB 4002'25

HB 667: Revise labor laws relating to employers and public service

Employers may not prohibit, restrict, or retaliate against employees for seeking election or appointment to city, county, or state public office. During an employee's mandatory leave of absence for public service, employers may not require the employee to use leave or benefits without consent or to perform work. Employers may not prohibit employee personal use of company phones or computers during such leave.

HB 721: Revise laws relating to apprenticeship programs

The department of labor and industry must encourage, promote, and register apprenticeship agreements conforming to established standards; keep records; issue certificates of completion; and establish standards for apprenticeship agreements. Participation in the apprenticeship program is voluntary for all employers.

HB 13: State Employee Pay Plan

State agencies must increase base salaries of state employees by $1.00 per hour or 2.5%, whichever is greater, effective July 1, 2025 and July 1, 2026. Agencies must contribute $1,080 monthly for group benefits beginning January 2026 and $1,107 monthly beginning January 2027. Legislators' salaries must be determined by 80% of Montana's average hourly wage beginning January 2027.

LB 847: Adopt the Nebraska Registered Apprenticeship Act, change provisions relating to funds, child labor, the Business Innovation Act, the Contractor Registration Act, the Employee Classification Act, the Employment Security Law, and the Nebraska Wage Payment and Collection Act, and transfer administration of student internships to the Department of Labor

Apprenticeship sponsors must comply with federal apprenticeship standards at 29 C.F.R. part 29 as of January 1, 2026. Apprentices must be at least sixteen years old and complete at least two thousand hours of on-the-job learning. Employers receiving Business Innovation Act financial assistance must submit quarterly wage reports to the Department of Labor.

LB 258: Change provisions relating to the minimum wage under the Wage and Hour Act

Every employer shall pay each employee a minimum wage of fifteen dollars per hour on and after January 1, 2026, increasing annually by one and three-quarters percent based on the consumer price index. Employers may pay a youth minimum wage of thirteen dollars and fifty cents per hour to employees aged fourteen to fifteen, and a training wage of at least seventy-five percent of the federal minimum wage to new employees aged sixteen to nineteen for up to ninety days.

LB 293: Change provisions of the Professional Employer Organization Registration Act

Professional employer organizations must ensure health benefit plans are either fully insured by an authorized insurer or self-funded with compliance including third-party administrator licensing, trust accounts, actuarial reserves, stop-loss insurance at 125% of expected claims, and quarterly reporting to the department. Clients and professional employer organizations cannot enter co-employment relationships covering less than a majority of client employees or less than one-half of client payroll.

LB 229: Exclude marketplace network contractors working for marketplace network platforms from the Employment Security Law

Marketplace network platforms must not include service by marketplace network contractors in the definition of employment under Nebraska's Employment Security Law if the contractor and platform agree in writing that the contractor is independent, the platform does not unilaterally prescribe hours, does not prohibit outside employment, and cannot terminate for refusing specific requests.

HB 1245: relative to voluntary portable benefits plans for independent contractors.

Hiring parties may make voluntary contributions to portable benefit plans on behalf of independent contractors. Hiring parties and independent contractors may agree in writing to withhold compensation for plan contributions if the agreement is clear, unambiguous, prominently displayed, requires affirmative opt-in, and permits opt-out at any time. Participation in portable benefit plans shall not affect worker classification.

SB 655: relative to employee leasing companies, workers' compensation coverage options, and a minimum wage exemption for minor league baseball players.

Parties to co-employment relationships must ensure workers' compensation insurance coverage is in place for all leased employees. When a client company elects to provide coverage, it must notify employees and the employee leasing company must report policy details to the commissioner within 30 days. Minor league baseball players compensated under collective bargaining agreements are exempted from minimum wage requirements.

Took effect 11 August 2026

A 4072: Establishes minimum qualifications for persons employed on public works contract.

Any contractor submitting a bid for a public works contract paid in whole or in part by a public body in New Jersey must certify that each employee completing work meets at least one qualification: graduation from a registered apprenticeship program conforming to federal standards for the applicable craft or trade with active employment in that craft, or completion of four years of documented work as a craft worker verified by pay records or sworn statements.

A 1516: Exempts poll workers wages from affecting unemployment compensation.

Exempts compensation paid by county boards of elections to temporary poll workers from counting as remuneration when determining unemployment compensation eligibility, provided annual compensation does not exceed $1,000.

S 2962: Requires contractor subject to prevailing wage law to provide orientation meeting to new employee on prevailing wage project.

Contractors and subcontractors subject to the New Jersey Prevailing Wage Act must conduct a mandatory orientation meeting for each employee on the employee's first day of a project explaining the employee's wages and classification under that law. Employers must retain completed employee sign-off forms for no less than five years and make them available to the Department of Labor and Workforce Development upon request.

S 1403: Requires employer or contractor engaged in work for public body to submit payroll records to DOLWD.*

Any employer or contractor engaged in work for a public body must file all books, registers, payrolls, and other records relating to wages, hours, and conditions of employment with the Commissioner of Labor and Workforce Development and the public entity within 10 days of receipt of a request.

A 4006: Permits partnerships and joint ventures to bid on certain public works and prevailing wage contracts if each party to partnership or joint venture is independently registered.*

Contractors and subcontractors must be registered to bid on or perform public works contracts or contracts requiring prevailing wage payment. Partnerships and joint ventures may bid on heavy, highway, utility, marine, transit, environmental remediation, and related infrastructure projects if each party is independently registered.

S 3041: Prohibits cooperative from receiving public works contract when cooperative-approved vendor fails to pay prevailing wage; concerns cooperative purchasing agreements with other states; and permits contracting units to award certain indefinite contracts.*

Public bodies must not award public works contracts to cooperatives when any vendor approved by the cooperative has failed to pay prevailing wages, for three years from the listing date. Contracting units using cooperative purchasing agreements for public works must verify contractors against the prevailing wage violators list monthly, terminate contracts with listed contractors, and publicly post project information monthly.

S 4506: Exempts minor league baseball players from certain State wage laws under certain circumstances.

The New Jersey State Wage and Hour Law and state wage payment law recordkeeping requirements do not apply to minor league baseball players subject to a collective bargaining agreement between Minor League Baseball and the Major League Baseball Players Association that is in effect and expressly provides for wages and conditions. Minor League Baseball and the Major League Baseball Players Association must notify the Department of Labor and Workforce Development within one week of any termination or replacement of such an agreement.

HB 7: Apprenticeship assistance act transfers

Amends the Workforce Development and Apprenticeship Trust Fund to require annual transfers of $2,500,000 to the Public Works Apprentice and Training Fund and annual appropriations of $2,500,000 to the Workforce Solutions Department, beginning July 1, 2026 and continuing each July 1 thereafter.

HB 6: Irb project minimum wage

Contractors, subcontractors, employers, or persons acting as contractors on projects undertaken by a municipality or county through industrial revenue bond issuance must pay prevailing wage and fringe benefits and comply with all provisions of Section 13-4-11 NMSA 1978, including weekly payment without deduction and posting of rates at the work site.

SB 59: Public works minimum wage definitions

Contractors, subcontractors, employers and persons acting as contractors on public works projects exceeding sixty thousand dollars must pay laborers, mechanics and off-site fabricators prevailing wages and fringe benefits determined by the director based on collective bargaining agreements, at least weekly without deduction.

HB 368: High wage jobs tax credit "threshold job"

Eligible employers must file annual applications by December 31 of the following calendar year certifying wages, occupancy, residency, and threshold job counts to claim a high-wage jobs tax credit of up to $12,750 per job per qualifying period. Employers must maintain threshold job employment levels and satisfy wage requirements.

S 10643: Relates to labor peace agreements and the cannabis industry wage board; repealer

The commissioner shall convene a cannabis industry wage board comprised of three members to conduct public hearings and make recommendations regarding minimum hourly wages for cannabis workers in cultivation, processing and packaging, distribution, and retail and delivery, with a report due no later than December 31, 2027. Cannabis licensees must provide ownership structure, management agreements, and salary and hours data to the board.

A 6950: Enacts "the construction reporting pay act"

Contractors must pay laborers, workers, or mechanics in construction at least four hours at prevailing wage when they report for work by employer request or permission. Contractors must pay two hours at prevailing wage when a scheduled shift is cancelled with less than twelve hours' notice.

Takes effect 8 December 2026

A 10342: Relates to extending provisions of laws permitting certain deductions from wages

Took effect 25 August 2026

A 11534: Provides for compensation and other terms and conditions of employment of certain state officers and employees; appropriation

The state must increase basic annual salaries for officers and employees in the administrative services unit, institutional services unit, operational services unit, and division of military and naval affairs unit by specified percentages on designated dates between March 2026 and April 2030. The director of employee relations must certify that collectively negotiated agreements are in effect before implementation.

S 10648: Implements an agreement between the state and an employee organization; providing for the adjustment of salaries of certain incumbents in the professional service in the state university; appropriation

The state must increase basic annual salaries of incumbents in the professional services unit at the state university by 4.5 percent effective July 2, 2026, 4 percent effective July 1, 2027, 3.5 percent effective July 1, 2028, and 3 percent effective July 1, 2029 and 2030, adjusted to nearest whole dollar. The state must also provide location pay, lump sum payments, service awards, and other compensation as specified.

S 8752: Requires contractors and subcontractors performing construction work for covered renewable energy systems to have apprenticeship agreements

Contractors and subcontractors performing construction work for covered renewable energy systems must have apprenticeship agreements as defined by article twenty-three of the labor law. For thermal energy networks, such contractors and subcontractors must additionally have agreements with pre-apprenticeship direct entry providers registered with the department.

Took effect 1 September 2026

S 2536: Relates to the inclusion of certain off-site custom fabrication as public work for the purposes of payment of prevailing wage

Contractors and subcontractors performing custom fabrication for public works projects must pay prevailing wage rates for the county where the project is situated to workers performing custom fabrication, regardless of whether fabrication occurs on-site, off-site, or outside the state. They must maintain and provide certified payrolls for off-site workers annually and upon request. Departments of jurisdiction must report to fiscal officers their intention to contract for off-site custom fabrication.

Took effect 18 June 2026

A 8465: Relates to prevailing wage for those involved in hauling of concrete and asphalt

Employers must pay prevailing wage for work involving delivery to and hauling from public works worksites of concrete and asphalt, including return hauls whether empty or loaded and time spent loading and unloading, in Nassau, Putnam, Suffolk, and Westchester counties and New York City.

S 5254: Protects certain employees from a reduction of wages due to their involvement in the investigation of a violation of a workplace violence protection program

A 7424: Relates to terms and condition of employment, salary schedules, and other terms any agreement for members of certain collective negotiating units consisting of persons in the division of state police; repealer

Implements collective bargaining agreements for New York State Police troopers and commissioned/non-commissioned officers for 2023-2026, establishing salary schedules, longevity awards, location pay, hazardous duty pay, and other benefits with appropriations totaling $124.5 million.

S 3006: Enacts into law major components of legislation necessary to implement the state education, labor, housing and family assistance budget for the 2025-2026 state fiscal year

Enacts major components of legislation implementing the 2025-2026 state education, labor, housing and family assistance budget, organized into Parts A through MM, each with specified effective dates.

Took effect 1 July 2025

SB 263: Regards professional employer organizations and Unemployment Law

Professional employer organizations and professional employer organization reporting entities must report shared employees under separate subaccounts for each client employer, unless they elect to report under the organization's own account and experience rate by notifying the director. Alternate employer organizations must follow equivalent rules.

SB 33: Allow employers to post certain labor law notices on the internet

Employers must post abstracts summarizing labor law provisions for minors either on premises in a conspicuous place or on the internet accessible to employees. Employers must post minimum wage summaries and prevailing wage schedules either on premises or on the internet accessible to employees. Employers must post workers' compensation notices conspicuously or on the internet accessible to employees.

SB 250: Oklahoma Minimum Wage Act; allowing for alternative computation for wage under certain circumstances. Effective date.

Employers must give credit toward minimum wage for tips, gratuities, meals, or lodging received by employees up to fifty percent of the wage, provided the employer pays a cash wage not less than required under 29 C.F.R. Section 531.50(a)(1). If the Oklahoma minimum wage exceeds the federal minimum wage, employers may give credit for such tips, gratuities, meals, or lodging.

Took effect 1 November 2025

SB 642: Worker's compensation; expanding rights and remedies granted to certain persons; authorizing agreement between contractors to provide certain insurance coverage. Emergency.

A general contractor and subcontractor may enter into a written agreement under which the general contractor provides workers' compensation insurance coverage to the subcontractor and employees. If a general contractor provides coverage, actual premiums based on payroll may be deducted from amounts owed to the subcontractor. The act makes a general contractor the employer of subcontractors for Administrative Workers' Compensation Act purposes only.

SB 1519: Relating to total disability.

Insurers and self-insured employers must reexamine permanent total disability claims every two years to determine if workers have materially improved medically or vocationally. Workers receiving permanent total disability benefits must prove they are willing to seek regular gainful employment and have made reasonable efforts to obtain such employment.

Takes effect 1 January 2027

HB 4089: Relating to criminal offenses related to work.

An employer must not fail to pay agreed-upon wages, pay below minimum wage, fail to pay overtime, require unpaid work, withhold wages without legal justification, require wage returns except as permitted by law, or make deductions without written consent or lawful authorization. Violating these provisions constitutes theft of services.

HB 4012: Relating to labor contractors; and prescribing an effective date.

Requires the Bureau of Labor and Industries to study the adequacy of labor contractor regulation provisions in ORS 658.405 to 658.511 and submit recommendations to improve compliance, efficiency and enforcement to interim legislative committees by September 15, 2027.

HB 4013: Relating to labor standards.

Employers who hire minors must apply to the Bureau of Labor and Industries for an annual employment certificate and provide estimated number of minors, description of activities, and description of machinery or equipment to be used. Rules governing total hours minors work may not be less restrictive than the federal Fair Labor Standards Act as in effect January 1, 2026.

Takes effect 1 January 2027

SB 1518: Relating to worker protections.

Persons employing domestic workers must pay overtime at one and one-half times the base rate for hours over 40 per week (or 44 if the worker lives in the home), provide at least 24 consecutive rest hours weekly, and may not request possession of the worker's passport or engage in sexual harassment, harassment based on protected characteristics, or retaliation.

HB 2688: Relating to the application of a prevailing rate of wage to off-site custom work for use in public works; and prescribing an effective date.

Expands the definition of public works subject to prevailing wage requirements to include bespoke offsite fabrication, assembly, or preconstruction of specified mechanical, plumbing, electrical, boiler, ironwork, masonry, roofing, and insulation systems. Increases General Fund appropriation to the Bureau of Labor and Industries by $268,664 for prevailing wage training and enforcement.

HB 2024: Relating to the behavioral health workforce; and declaring an emergency.

The Oregon Health Authority shall establish a grant program for behavioral health care providers and entities to foster recruitment and retention. Behavioral health employers must provide workers with safety training addressing workplace risks, de-escalation techniques, and reporting options within 90 days of hiring and periodically thereafter, but not less than once every three years.

Took effect 1 July 2025

HB 2548: Relating to labor standards for agricultural workers; and declaring an emergency.

SB 968: Relating to deductions from employee wages.

Public employers may deduct erroneous wage overpayments from public employees' wages only if the overpayment occurred within 364 days before notice and the employer provides written itemization at least 10 calendar days before deduction. Deductions cannot exceed five percent of gross pay per period unless the employee requests otherwise. The employer may recoup any remaining balance from the employee's final paycheck upon separation.

Took effect 1 January 2026

SB 143: Relating to administration of public funds; and prescribing an effective date.

The Director of the Employment Department must compute annual benefit ratios for employers and assign tax rates based on cumulative taxable payroll percentages according to eight fund adequacy schedules in Table A. Employers meeting requirements must have their accounts listed in ascending order by benefit ratio, with tax rates ranging from 0.5% to 5.4% depending on fund adequacy levels.

SB 916: Relating to unemployment insurance benefits for employees unemployed due to a labor dispute.

Individuals unemployed due to strikes must repay unemployment benefits received after the first three weeks as a debt to the Unemployment Compensation Trust Fund, accruing interest at 0.1346 percent per week unless repaid within one year. Labor organizations representing striking workers must remit repayment on behalf of members. School district employees receiving lockout benefits must have those amounts deducted from future wages.

Took effect 1 January 2026

HB 2236: Relating to employment; and prescribing an effective date.

A professional employer organization must elect to treat covered employees as either employees of the PEO or the client employer and notify the Director of the Employment Department in writing of this election. If electing client employer treatment, the PEO must produce all requested documentation within 60 days or default to PEO treatment.

SB 426: Relating to wages.

Owners and direct contractors are jointly and severally liable for unpaid wages, including fringe benefit contributions and penalties, owed to unrepresented employees of direct contractors and subcontractors. Subcontractors must provide certified payroll reports, worker names and classifications, and other specified records to direct contractors and owners upon request.

Took effect 1 January 2026

HB 3550: Relating to an exemption for certain minor league baseball players from certain laws governing employment conditions.

Amends Oregon employment law to exempt minor league baseball players who are subject to a collective bargaining agreement from laws governing employment conditions.

HB 3187: Relating to age-based employment discrimination; and prescribing an effective date.

Employers, employment agencies, and labor organizations must not discriminate in hiring, compensation, terms, conditions, or privileges of employment because of an individual's age if 18 years or older. Age discrimination includes using salary, length of employment service, or retirement eligibility as proxies for age. Employers must not request age or date of birth before initial interview or conditional offer unless required by bona fide occupational qualification or law.

SB 1086: Relating to an apprenticeship program for building inspectors; and prescribing an effective date.

The Department of Consumer and Business Services shall assist the Oregon Building Officials Association in developing and submitting an apprenticeship program proposal for building inspectors to the State Apprenticeship and Training Council. Within 90 days after council approval, the department shall establish and provide technical assistance to a state joint apprenticeship committee for building inspectors.

SB 906: Relating to transparency concerning employer deductions from wages.

Employers must provide employees an itemized wage statement showing gross wages, net wages, and the amount and purpose of each deduction. Employers must provide written explanation of earnings and deductions at hire. Employers may not deduct wages unless required by law, voluntarily authorized in writing by the employee, authorized by collective bargaining agreement, or authorized for loan repayment under specified conditions.

SB 731: Relating to public employer policies regarding language pay differentials.

Public employers that provide pay differentials for bilingual or multilingual skills must provide the same pay differential for employees' use of American Sign Language in performing assigned duties, in the same manner as other language skills.

HB 2800: Relating to professional employer organizations under workers' compensation law; and prescribing an effective date.

A professional employer organization must obtain a license from the Director of the Department of Consumer and Business Services before providing services in Oregon. A PEO must provide workers' compensation coverage for coemployed workers and all direct hire employees unless the client has alternate coverage on file. A PEO must notify its insurer or the director when providing coverage and must provide written notice before terminating coverage responsibility.

HB 5187: An act relating to labor and labor relations -- labor relations act

Employers must not deny employees the right to organize, bargain collectively, or designate representatives of their choosing free from interference, restraint, or coercion. The labor relations board must certify labor organizations based on cards of interest signed by at least thirty percent of employees in the bargaining unit and must hear unfair labor practice charges within specified timeframes.

HB 5679: An act relating to labor and labor relations -- payment of wages

Every employer shall keep true and accurate records of hours worked and wages paid for at least three years. At the start of employment, employers must provide each employee a written notice in English containing nine specified categories of employment information including pay rates, allowances, leave policies, deductions, pay period details, and employer identifying information. Employers must retain signed copies acknowledging employee receipt.

Took effect 1 January 2026

HB 6066: An act relating to labor and labor relations -- temporary disability insurance -- general provisions

Employees must contribute to temporary disability insurance at a rate equal to the fund cost rate times wages up to the taxable wage base, which increases to one hundred thousand dollars or the annual earnings needed to qualify for maximum benefits. Employers must maintain health benefits during caregiver leave and restore employees to equivalent positions upon leave expiration.

Took effect 1 January 2026

HB 5029: An act relating to labor and labor relations -- minimum wages

Every employer shall pay each employee a minimum wage that increases on specified dates, reaching fifteen dollars per hour commencing January 1, 2025, sixteen dollars per hour commencing January 1, 2026, and seventeen dollars per hour commencing January 1, 2027.

HB 5505: An act relating to public property and works -- labor and payment of debts by contractors

Contractors and subcontractors on public works contracts exceeding one thousand dollars must actually purchase healthcare benefits for employees employed more than ninety days, rather than paying cash equivalents, and must provide proof of purchase to employees and bargaining agents. Commencing July 1, 2025, contractors must actually purchase retirement or pension benefits for employees employed more than ninety days.

SB 63: establish the state office of apprenticeship within the Department of Labor and Regulation.

Establishes the state office of apprenticeship within the Department of Labor and Regulation as South Dakota's sole state apprenticeship agency, with authority to register apprenticeship programs, promote workforce development, establish standards, and resolve disputes between apprentices and sponsors.

HB 2541: Salaries and Benefits - As enacted, expresses the public policy that the prevailing wage rate be paid to workers on non-state contracts for construction projects on public highways; makes other revisions to the Prevailing Wage Act for State Highway Construction Projects. - Amends TCA Title 12, Chapter 4, Part 4.

Persons, firms, or corporations entering into state contracts or non-state contracts for construction projects on public highways funded in whole or in part with federal or state highway funds must pay workers the prevailing wage rate as determined by defined standards.

HB 2542: Unemployment Compensation - As enacted, removes a requirement that work be deemed suitable for a claimant if certain criteria are met and a claimant's gross weekly wages equal or exceed certain threshold percentages of the claimant's weekly wage for insured work for the quarter of the base period when the claimant's wages were greatest. - Amends TCA Section 50-7-303.

Removes provisions from Tennessee unemployment compensation law that deemed work suitable if a claimant's gross weekly wages equaled or exceeded specified percentages of their average weekly wage during their highest-earning base period quarter.

SB 2024: Employees, Employers - As enacted, exempts from the requirement that wages earned by employees in private employment are due and payable no later than the fifth day of the succeeding month those employees who are employed on a piece-work or commission basis, and requires that compensation for such employees is due and payable by the last day of the succeeding month; makes certain other changes relative to employee compensation. - Amends TCA Title 50, Chapter 2, Part 1.

Employers making monthly wage payments must pay employees all wages earned and unpaid prior to the first of any month by the fifth day of the succeeding month. Employers must pay employees employed on a piece-work or commission basis by the last day of the succeeding month. Upon discharge or voluntary leaving, employers must pay all earned wages by the next regular pay day or twenty-one days following departure, whichever is later, except piece-work or commission employees must be paid by the last day of the succeeding month.

Took effect 1 July 2026

SB 674: Employees, Employers - As enacted, clarifies that the general assembly preempts and occupies the entire field of regulating the terms and conditions of employment; prohibits local governments from adopting or enforcing any law, rule, or policy that requires a term or condition of employment that exceeds or conflicts with state or federal law. - Amends TCA Title 7 and Title 50.

The general assembly preempts and occupies the entire field of regulating the terms and conditions of employment. Local governments and their agencies, departments, and officials shall not adopt or enforce any ordinance, resolution, rule, code, requirement, or policy that requires a term or condition of employment exceeding or conflicting with state or federal law.

SB 322: Salaries and Benefits - As enacted, grants eligible employees leave of up to six workweeks because the employee is caring for a family member with a serious health condition. - Amends TCA Section 8-50-813.

Eligible employees must be granted six workweeks of paid leave for birth, adoption, or caring for a family member with a serious health condition, upon giving thirty days' notice to the appointing authority. Employees may not receive more than six workweeks of paid leave during any twelve-month period, even for multiple qualifying events.

Took effect 1 July 2025

HB 762: Relating to severance pay for political subdivision employees and independent contractors.

Political subdivisions entering into severance pay contracts or agreements with employees or independent contractors must limit severance pay from tax revenue to 20 weeks of compensation at termination rate and prohibit severance pay for terminations involving misconduct. Political subdivisions must post each severance agreement on their website.

Took effect 1 September 2025

HB 2187: Relating to hospital staffing report and complaint processes and to retaliation and mandatory overtime protections for nurses.

Hospitals may not retaliate against nurses who provide information to nurse staffing committees or report violations to hospital management or the commission. Hospitals may not suspend, terminate, discipline, or discriminate against nurses who refuse mandatory overtime or report violations. The chief nursing officer must attest to accuracy of staffing information reported.

Took effect 1 September 2025

HB 3260: Relating to the Texas Industry-Recognized Apprenticeship Programs Grant Program.

The Texas Workforce Commission must adopt rules establishing which occupations qualify as apprenticeable, criteria for certifying industry-recognized apprenticeship programs, performance metrics for program participants, timelines for data reporting, and an annual schedule for publishing aggregated performance data on its website.

Took effect 1 September 2025

SB 1254: Relating to the regulation of professional employer organizations.

License holders must timely apply for license renewal annually. If a license holder fails to timely renew, their status as employer of a covered employee continues for 18 months after expiration, then terminates. License holders must not engage in professional employer services while expired, suspended, or inactive.

Took effect 1 September 2025

SB 2237: Relating to severance pay for certain political subdivision employees.

Political subdivisions entering into employment agreements with executive employees must limit severance pay from tax revenue to 20 weeks of compensation at termination rate and prohibit severance pay when the executive employee is terminated for misconduct. Political subdivisions must post each severance agreement on their Internet website.

Took effect 1 September 2025

SB 65: Relating to the adoption of uniform rules for hours of work for certain county employees.

In a county with a population of 265,000 or more, the commissioners court may adopt and enforce uniform rules on the hours of work of department heads, assistants, deputies, and other employees whose compensation is set or approved by the court.

HB 279: Earned Wage Access Services Act

Providers of earned wage access services must register with the Division of Consumer Protection before operating. Providers must disclose all fees, offer at least one no-fee fund delivery option, obtain consumer consent for material changes, allow cancellation without penalty, and prohibit collection tactics, credit checks, and credit card payments.

Took effect 7 May 2025

H 294: An act relating to telecommunications services and wages in correctional facilities

The Department of Corrections must provide reports to the House Committee on Corrections and Institutions and the Senate Committee on Institutions on or before December 1, 2026. The reports must address options for providing no-cost telecommunications services to inmates in the Department's custody and the impacts of current wages for inmates in the Department's custody.

S 173: An act relating to vocational rehabilitation and apprenticeships

Employers must designate a vocational rehabilitation provider from a Commissioner-provided list for injured employees unable to perform previous work. The Commissioner must adopt rules ensuring workers are timely screened and referred to Vermont-certified vocational rehabilitation counselors, with injured workers having provider choice and ability to self-initiate services if employer fails to assign within 90 days.

S 117: An act relating to wage and hour, unemployment compensation, and workers' compensation

Employers must pay minimum wage of at least $12.55 per hour beginning January 1, 2022, increasing annually by five percent or the Consumer Price Index increase, whichever is smaller. Employers must pay translation services when injured employees do not speak English fluently. Employers must establish a weekday for mailing or depositing workers' compensation payments and notify claimants of the established day.

Took effect 1 July 2025

HB 693: Workforce development programs; apprenticeship program.

The Commissioner of the Department of Workforce Development and Advancement must approve apprenticeship agreements meeting established standards, terminate agreements as provided, maintain records, issue completion certificates, and initiate deregistration proceedings for non-compliance. Any apprenticeship program preparing tradesmen must meet or exceed U.S. Department of Labor standards and standards in place as of January 31, 2023. No state agency or locality may sponsor apprenticeship programs for tradesmen unless they meet these requirements.

Took effect 1 July 2026

HB 1: Minimum wage; increases incrementally to $15.00 per hour by January 1, 2028.

Every employer shall pay each employee wages at a rate not less than the greater of the applicable state minimum wage or the federal minimum wage. The minimum wage increases incrementally from $12.77 per hour on January 1, 2026 to $15.00 per hour on January 1, 2028. After January 1, 2029, the Commissioner annually adjusts the minimum wage based on the Consumer Price Index.

Took effect 1 July 2026

HB 20: Minimum wage; farm laborers or farm employees, temporary foreign workers.

Takes effect 1 January 2027

SB 1: Minimum wage; increases incrementally to $15.00 per hour by January 1, 2028.

Every employer shall pay each employee wages at a rate not less than the greater of the applicable minimum wage or the federal minimum wage. The minimum wage increases incrementally from $12.77 per hour on January 1, 2026 to $15.00 per hour on January 1, 2028, then adjusts annually thereafter based on the Consumer Price Index.

Took effect 1 July 2026

SB 121: Minimum wage; farm laborers or farm employees, temporary foreign workers.

Amends Virginia's minimum wage law to exclude farm laborers or farm employees and temporary foreign workers governed by 20 C.F.R. Part 655 from the definition of employee, effective January 1, 2027.

Takes effect 1 January 2027

HB 275: Employment prohibition exceptions; apprenticeship program for children 16 years of age or older.

Employers must not employ children under 18 in specified hazardous occupations. Children 16 years or older serving voluntary apprenticeships under Article 3 of Chapter 20.2 of Title 2.2 may be employed in any occupation in accordance with the federal Fair Labor Standards Act and Commissioner rules.

Took effect 1 July 2026

SB 10: Employment prohibition exceptions; apprenticeship program for children 16 years of age or older.

Employers must not employ children under 18 in specified hazardous occupations including mines, explosive manufacturing, dangerous machinery operation, and certain other work. Children 16 years or older serving voluntary apprenticeships may be employed in any occupation according to the federal Fair Labor Standards Act and Commissioner regulations.

Took effect 1 July 2026

HB 1766: Unemployment compensation; increases weekly benefit amounts, report.

This is a conference committee report recommending rejection of a Senate amendment and acceptance of a substitute amendment to resolve disagreements on House Bill 1766 regarding unemployment compensation weekly benefit amounts and reporting requirements.

SB 1057: Unemployment insurance; weekly benefit amount, increasing threshold for deduction of wages payable.

Individuals are deemed unemployed in any week during which they perform no services and no wages are payable, or in weeks of less than full-time work if wages payable are less than the total of their weekly benefit amount and the income disregard amount. Eligible unemployed individuals must be paid a weekly benefit equal to their weekly benefit amount less any wages payable in excess of $100.

Took effect 1 July 2025

SB 1218: L&E; covenants not to compete prohibited, low-wage employees, exceptions, civil penalty.

No employer shall enter into, enforce, or threaten to enforce a covenant not to compete with any low-wage employee. Every employer shall post a copy of this section or a Department-approved summary where other employee notices are posted.

Took effect 1 July 2025

SB 1430: Closure of the U.S. government; civil relief for furloughed employees and contractors.

Courts must grant a 60-day continuance in unlawful detainer actions for nonpayment of rent if the tenant provides written proof of furlough or nonpayment due to federal government closure and is a federal employee, independent contractor, or contractor employee. Courts must grant a 60-day stay in foreclosure proceedings if homeowners or rental property owners provide similar proof within 90 days of closure or its end.

HB 1667: Barbers and Cosmetology, Board for; employment prohibition, children 16 years of age or older.

Employers must not employ children under 18 in hazardous occupations listed in subsection A. However, children 16 years or older who are registered apprentices may serve in barbershops or cosmetology salons licensed by the Board for Barbers and Cosmetology, provided they meet specified conditions including apprenticeship registration, work-training program enrollment, or licensure.

SB 6058: Adding discretion to wage enforcement actions.

The department of labor and industries may investigate wage complaints and order employers to pay all wages owed plus one percent monthly interest, calculated back three years maximum from complaint filing. The department must establish a written prioritization process for complaints and issue citations or compliance determinations within 60 days.

SB 6134: Concerning notice to striking workers applying for unemployment insurance benefits of potential overpayment assessment upon receipt of retroactive wages.

The department shall issue an overpayment assessment to recover benefits when a striking worker receives retroactive wages from the separating employer for weeks in which benefits were received. The department shall notify applicants for benefits due to strikes of the potential for overpayment assessment upon receipt of retroactive wages.

HB 2479: Concerning the recovery of unpaid wages.

Employers must pay employees all wages owed plus one percent monthly interest when the department determines a wage violation occurred. The department may investigate wage complaints and issue citations within 60 days. Employers must not retaliate against employees for wage complaints or use immigration status to coerce employees.

HB 2355: Establishing labor protections for domestic workers.

Hiring entities must pay domestic workers at least the state minimum wage, overtime at 1.5 times regular pay for hours over 40 per week, and provide written agreements specifying terms and pay. Hiring entities must provide two weeks' notice before termination (four weeks for live-in workers) or pay severance. Hiring entities must not collect wage rebates, interfere with workers' rights, take adverse actions for exercising rights, or require workers to waive legal rights or sign mandatory arbitration clauses.

Takes effect 1 July 2027

HB 2492: Requiring state registered apprenticeships in the building and construction trades to provide behavioral health and wellness training.

Apprenticeship programs for building and construction trades approved by the apprenticeship council must provide apprentices with at least two hours of behavioral health and wellness training covering destigmatizing behavioral health, recognizing distress, suicide prevention, substance use disorder awareness, and peer support. This requirement begins July 1, 2027.

SB 5408: Allowing for corrections to wage and salary disclosures.

Employers with 15 or more employees must disclose in each job posting the wage scale or salary range, or fixed wage amount if only one is offered, and a general description of all benefits and other compensation. Employers must also provide wage scale or salary range information to employees upon request for internal transfers or promotions.