Compliance Stuff

Takeaways A new Virginia law expands paid sick leave to nearly all employees, with phased coverage beginning 07/01/27. Employees accrue at least one hour of paid sick leave for every 30 hours worked (up to 40 hours annually) , with carryover required and expanded permissible uses . Employers should review and update leave policies and payroll systems as well as prepare for new notice and compliance requirements. Related links Virginia SB199 - 2026 Regular Session Virginia Paid Sick Leave for Home Health Workers Virginia Employers Face Major Workplace Policy Shifts Under New Gov’t Leadership: How to Prepare Now Article Virginia’s 2026 General Assembly was one of the busiest seasons for employers. A bill expanding paid sick leave requirements to nearly all Virginia employees by 2029 was signed by Gov. Abigail Spanberger on May 20, 2026. Virginia first adopted paid sick leave requirements in 2021 ( Virginia’s Paid Sick Leave Law ) for home health workers. Now, SB199 /HB5 will significantl...

At a Glance Connecticut enacted a 124-page omnibus bill that represents the most comprehensive overhaul of Connecticut’s workplace laws in recent years, imposing significant compliance burdens upon employers across industries. The Act addresses liability for unpaid wages in the construction trades, expands workers’ compensation for employees injured by workplace assaults, modifies pay‑transparency requirements, expands break time for nursing mothers, and broadens workplace rights of police, firefighters and veterans, among other far-reaching changes. A sweeping labor and employment bill passed at the end of Connecticut’s 2026 legislative session was signed by the governor on May 11. Public Act No. 26-12, An Act Concerning Workforce Development and Working Conditions in the State , makes far‑reaching changes to Connecticut’s workplace laws. The Act spans more than 120 pages and combines provisions from dozens of individual bills introduced during the 2026 session. While numerous section...

California employers already adjusted to the statewide minimum wage increase to $16.90 per hour on January 1, 2026. Beginning July 1, however, several cities and local jurisdictions will increase their own minimum wage rates, creating another compliance checkpoint for employers across the state. For employers with operations in multiple locations, remote employees, or industry-specific obligations, assuming the statewide minimum wage applies can become an expensive mistake. Which Local Rates Are Increasing? Effective July 1, 2026, local minimum wages will increase in several California jurisdictions, including: Berkeley: $19.61/hour City of Los Angeles: $18.42/hour Los Angeles County (unincorporated areas): $18.47/hour Malibu: $17.91/hour Pasadena: $18.57/hour San Francisco: $19.61/hour Santa Monica: $18.47/hour Fremont: $18.05/hour Milpitas: $18.50/hour Emeryville: $20.34/hour These rates exceed the California statewide minimum wage and may apply depending on where employees perform w...

Key Takeaways: The DOL is moving toward a more predictable and control-focused framework. In determining joint-employer status, the proposed rule emphasizes actual control over employees and work conditions rather than broader or more expansive theories. Franchise and business-to-business relationships receive meaningful protection. The proposal expressly recognizes the DOL’s longstanding position that certain business models, such as the franchise model, do not themselves indicate joint-employer status. The DOL is attempting to harmonize inconsistent standards across federal law. The DOL repeatedly notes that federal appellate courts currently apply differing joint-employer standards and that the absence of regulatory guidance has created uncertainty for businesses, workers, and courts. The U.S. Department of Labor (DOL) has issued a proposed rule (Joint-Employer Status Under the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and Migrant and Seasonal Agricultur...

The IRS recently released updated FAQs addressing educational assistance programs under Internal Revenue Code Section 127. While much of the guidance reflects existing rules, the updates incorporate recent legislative changes and provide helpful clarifications for employers that offer or are considering offering education benefits. Refresher: Section 127 Basics Still Apply Section 127 allows employers to provide employees with tax‑free educational assistance of up to $5,250 per year, indexed for inflation after 2026. That amount continues to apply to both traditional tuition assistance and qualified student loan repayment benefits. To qualify, the program must: Be a written plan for the exclusive benefit of employees (click here for our prior post on the document requirement); Avoid discrimination in favor of highly compensated employees; and Be communicated to eligible employees. Student Loan Repayment: Continued Flexibility — With Guardrails The FAQs reiterate that educational ass...

Governor Gavin Newsom just signed a sweeping executive order right before the holiday weekend directing California state agencies to study potential workforce disruptions caused by AI so they can protect displaced workers through new policy recommendations. The May 21 order tasks the Labor and Workforce Development Agency (LWDA) with reviewing and making recommendations on a range of worker protection policies, from WARN Act revisions to severance standards to collective bargaining practices involving AI. But does any of this affect you right now? The short answer is no for California employers, but the EO still warrants close attention given how it could change things in the future. No New Obligations Today Executive Order N-6-26 ( which you can find here ) does not create any immediate legal obligations for private employers . Instead, it sets in motion a series of government reviews and analysis tasks with various deadlines, all aimed at informing potential future legislation and r...