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Here’s a brief update on the latest labor compliance laws, including state and local developments. This overview highlights key industry challenges and issues but is not legal advice. For questions or more information, reach us at [email protected].
State and Local Laws
Alaska
Alaska enacts paid sick leave law, effective July 1, 2025
Alaska’s Paid Sick and Safe Leave (PSSL) law, effective July 1, 2025, requires employers to provide 1 hour of paid leave for every 30 hours worked. Accrual begins on the effective date or an employee’s start date, and leave can be used as it accumulates. Employers must notify employees of their PSSL rights, including accrual details and anti-retaliation protections, within 30 days of the law’s start or at hiring. Employers may cap accrual and use at 56 hours, with unused leave carrying over annually. PSSL can be used for medical needs or safe leave related to domestic violence, sexual assault, or stalking. More here.
California
California updates disability insurance and paid family leave benefits, effective January 2025
California Governor Gavin Newsom signed SB 1090, updating state disability insurance (SDI) and paid family leave (PFL) benefits effective January 1, 2025. Workers can now file SDI or PFL claims up to 30 days before the first compensable day of disability, rather than having to wait until beginning their leave.The Employment Development Department (EDD) must issue payments within 14 days of receiving a completed claim or when eligibility starts, whichever is later. More here.
Maine
Maine’s Paid Family and Medical Leave final rules, effective January 2025
On December 4, 2024, the Maine Department of Labor finalized rules covering a variety of matters including eligibility, benefit amounts, logistics of taking leave, private plan options, and more under the Paid Family and Medical Leave Program, effective January 1, 2025. The program offers up to 12 weeks of paid leave, funded by a 1% payroll tax shared equally between employers and employees, with leave available starting May 1, 2026. Coverage applies to all full- and part-time employees earning at least $6,868 annually. Employees with 120 days of employment are guaranteed job protection. Leave can be taken for bonding, family care, or military-related needs, among other reasons. Employers must notify employees about the program within 30 days of employment and post benefit information at the workplace. More here. Poster can be found here.
Missouri
Missouri enacts paid sick and safe time law, effective May 2025
Starting May 1, 2025, eligible employees will accrue 1 hour of Paid Sick and Safe Leave (PSSL) for every 30 hours worked, with an annual usage cap of 56 hours. However, there is no cap on total PSSL accrued, and up to 80 hours of unused PSSL can carry over each year. Employees can use PSSL for their own or a family member’s medical needs, as well as for domestic violence, sexual assault, or stalking issues. It can also be used during public health emergencies that close the workplace or a family member’s school or care facility. Employers must provide written notice within 14 days of employment or by April 15, 2025, whichever is later, detailing employee rights, anti-retaliation protections, the right to sue, and state labor department contact info. Employers must also display a state-issued poster with this information and retain records of hours worked and PSSL taken for at least three years. More here.
Nebraska
Nebraska Healthy Families and Workplaces Act, effective October 2025
Starting October 1, 2025, Nebraska employees will earn 1 hour of paid sick leave for every 30 hours worked, with a cap of 56 hours for both accrual and usage per year. Unused leave carries over annually, but employees cannot exceed the 56-hour cap. Eligible employees can start accruing leave immediately and use it as it accumulates. The leave can be used for the employee’s or a family member’s medical needs, preventive care, school meetings related to a child’s medical needs, and during public health emergencies that close the workplace or childcare facilities. More here.
Nevada
Nevada’s Heat-Illness regulation, effective February 2025
Nevada’s new heat illness regulation, R131-24AP, effective February 13, 2025, requires employers to conduct a job hazard analysis, maintain a written safety program, implement emergency response procedures, and provide employee training. The rule excludes indoor workers and those in vehicles with functioning climate control, but employers must quickly repair non-functional systems and implement interim heat hazard measures until repairs are completed. More here.
Rhode Island
Rhode Island expands temporary caregiver insurance leave duration, effective January 2025
Rhode Island’s new legislation, RI H7171, extends the maximum duration of leave under the temporary caregiver insurance program from six to eight weeks over the next two years. The leave can be used for bonding with a newborn or newly placed child for adoption or foster care, or for caring for a child, parent, parent-in-law, grandparent, spouse, or domestic partner with a serious health condition. More here.
Federal Law
2025 W-4
The IRS released the new federal W-4 form. The 2025 W-4 includes additional details about the IRS tax withholding estimator for individuals with self-employment income or those whose spouse has self-employment income, along with updated amounts on the Deductions Worksheet. Form can be found here.
Canada Law
Ontario’s Bill 229, Working for Workers Six Act
On November 27, 2024, the Ontario Government introduced Bill 229, the Working for Workers Six Act, which proposes new unpaid parental leave for adoption or surrogacy, allowing up to 16 weeks off to bond with a child, and up to 27 weeks of unpaid Long-Term Illness Leave for serious medical conditions. Additional changes include requiring properly fitting personal protective equipment (PPE) across all sectors and a minimum fine of $500,000 for corporations with repeated offenses resulting in serious injuries or deaths. The Bill received royal assent and took effect December 19, 2024. More here.
Ontario’s new employment information and job posting requirements, effective July 2025
On December 2, 2024, Ontario announced new pay transparency and job posting requirements under the Employment Standards Act, set to take effect on July 1, 2025. Employers with 25 or more employees must provide written employment information to new hires before their first day or as soon as possible thereafter. This information includes the legal and business name of the employer, contact details (address, phone number, and contact names), a description of the initial work location, the starting wage or commission, the pay period and payday, and a description of anticipated work hours. Additionally, job posting requirements will come into effect on January 1, 2026, with obligations related to compensation ranges, the use of artificial intelligence in hiring, and prohibitions on requiring Canadian work experience. More here.
