Compliance Stuff

On April 13, 2026, Governor Spanberger proposed amendments to bills that would expand paid sick leave to nearly all Virginia employees, establish a s tatewide paid family and medical leave insurance program, and address workplace accommodations related to menopause and perimenopause . The General Assembly will reconvene on April 22 to consider the Governor’s proposed amendments. Virginia Paid Sick Leave Expansion Virginia is on the verge of expanding paid sick leave to cover all employees, beyond home health care workers. However, rather than signing the bill as passed, Governor Spanberger proposed amendments to HB 5 that, among other things, clarify key definitions—including “employee” and “family member”—address leave advances, and expand the permissible uses of leave to include an employee’s need for preventive medical care. Paid Family and Medical Leave Insurance Program Governor Spanberger also proposed amendments to SB 2, which would establish a statewide paid family and medical ...

California employers can now get a first look at the state’s key workplace-related legislative proposals in 2026. The state’s deadline for introducing new legislation in the current session was February 20, and lawmakers introduced nearly 1,800 bills – including many that cover significant labor and employment issues you’ll want to know about. Catch a teaser below and  register  for our upcoming  California Legislative Preview 2026  webinar on March 13 to get the full scoop. Table of Contents Antidiscrimination Protections Artificial Intelligence + Workplace Surveillance Employee Leaves and Accommodations Immigration Privacy and Cyber Wage and Hour Workplace Safety Antidiscrimination Protections Expansion of Ban-the-Box Requirements ( AB 2095 ).  In addition to  existing requirements under California’s Fair Chance Act , employers would be prohibited from refusing to hire an applicant or taking other adverse action solely or in part because of the individual...

California lawmakers recently introduced AB 1940 (Calderon), a bill that would explicitly add perimenopause, menopause, post-menopause, and related medical conditions to the definition of “sex” under the California Fair Employment and Housing Act (FEHA). Although FEHA already protects against sex discrimination and covers pregnancy- and childbirth-related conditions, AB 1940 would make menopause-related conditions unmistakably part of that framework. If enacted, the message to employers is clear: menopause-related workplace issues will be treated as protected-status matters under FEHA. The Key Provisions AB 1940 would: Amend Government Code section 12926             The bill adds perimenopause, menopause, post-menopause, and related medical conditions to FEHA’s definition of “sex.” That means adverse action, harassment, or failure to accommodate related to menopause symptoms could trigger sex discrimination claims. Require a poster ...

A new  law  in Illinois requires health plans to cover therapies for menopause, and another new  law  in Philadelphia prohibits employers from discriminating based on menopause or menstruation. Several other states provide legal protections for female employees experiencing menopause, but Philadelphia is the first major city to provide these protections. Quick Hits In Illinois, a new law requires individual and group health plans to cover treatments for menopause symptoms. In Philadelphia, a new law bars employers from discriminating against employees based on menopause, perimenopause, or menstruation, and requires accommodations for employees based on menopause, perimenopause, or menstruation symptoms. The Illinois law took effect on January 1, 2026, and the Philadelphia law will take effect on January 1, 2027. The Illinois law requires that health plans cover menopause therapies that are medically necessary and recommended by a qualified physician. It includes hor...