Compliance Stuff

New York lawmakers ended the 2026 legislative session by passing a wide range of workplace bills that could affect severance agreements, employment contracts, job postings, personnel files, wage-and-hour practices, arbitration, artificial intelligence, and workers’ compensation. While none of these measures are law yet, many are expected to be sent to Governor Hochul for consideration later this year. Some of the proposals would take effect immediately if signed, leaving employers little time to update policies, agreements, and compliance practices. Here are the top bills employers should know about and begin preparing for. Note: Even if Governor Hochul signs a bill, she may do so with an agreement that lawmakers will add chapter amendments when they return next session. Employers should confirm final action before treating any proposal as effective. Severance Agreements and Employment Contracts The No Severance Ultimatums Act ( S372A ) Employers offering covered severance agreements w...

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...

Joining approximately twenty-five other state or local jurisdictions, two states—Maine and Virginia—have enacted new pay transparency requirements slated to take effect in July 2026. Virginia’s House Bill (HB) 636 / Senate Bill (SB) 215 takes effect on July 1, 2026, and Maine’s Legislative Document (LD) 54 becomes effective on July 29, 2026. 00:00 10:50 Though neither Virginia nor Maine requires the disclosure of benefits information, both states’ laws require employers to disclose compensation information in job postings . Further, they continue the trend of the laws varying in nuanced and significant ways. For example, Maine imposes a ten-employee coverage threshold for purposes of its job posting requirements, and also incorporates recordkeeping and employee-request obligations; Virginia combines its p osting requirements with a salary history ban, anti-retaliation protections, and, importantly, a dual-enforcement scheme that includes a private right of action but limits civil p...