Compliance Stuff

Effective July 1, 2026, Virginia has enacted a new pay transparency law requiring employers with Virginia employees to disclose compensation ranges and follow new restrictions on salary history. The law applies broadly and creates both enforcement risk and private litigation exposure. Employers with employees in Virginia should act now to ensure compliance with the new pay transparency law. What the Virginia Law Requires Set and disclose good ‑ faith pay ranges in postings. Employers must disclose the wage, salary, or wage/salary range in each public and internal posting for each job, promotion, transfer, or other employment opportunity, and must set that range in good faith. Do not seek or rely on salary history. Employers may not seek an applicant’s wage or salary history, rely on it in considering the person for employment, or rely on it to set pay upon hire with a limited exception: If the candidate voluntarily discloses their salary history, without prompting after an initial o...

Most employers are prepared for new laws at the start of each year – but did you know that a heap of new workplace laws take effect at the halfway point? Here’s your employer cheat sheet to prepare for all the new laws taking effect in July 2026 (July 1, unless otherwise noted). NOTE: This list should not be relied upon as a comprehensive source for any or all new laws taking effect across the country. Check with your FP attorney to determine whether the jurisdictions in which you operate have additional workplace law changes set to take effect on July 1. Alaska Statewide Minimum Wage Increase. Due to a ballot measure approved by voters in 2024, the minimum wage will increase again to $14 per hour. The Alaska Department of Labor and Workforce Development’s Summary of Wage and Hour poster can be found here . Arkansas Arkansas Children and Teens’ Online Privacy Protection Act. A law enacted last year ( HB 1717 ) will impose various data privacy and security requirements on covered opera...

Employers around the country need to comply with a growing patchwork of laws on fair pay, pay data reporting, and transparency in job ads and the hiring process. Compliance has become increasingly complex as more states and cities pass their own nuanced requirements that vary from location to location, and the stakes are getting higher as the penalties for violations rise. Here’s an overview of key federal, state, and local pay equity trends, as well as practical tips for compliance. Quick Overview of Federal and State Equal Pay Laws Purpose:  The goal of pay equity and transparency laws is to close pay gaps and give employees more information to understand how their compensation compares to their peers and the market, and in turn, more power to correct past inequities based on gender, race, and other characteristics. Themes:  For over sixty years, the federal Equal Pay Act has required equal pay for men and women for substantially equal work. Many states have built on the fe...