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...

New York employers should prepare for significant new obligations concerning employee access to personnel files. The New York Legislature just passed a bill that could soon grant current and former employees broad rights to obtain copies of personnel records, require employers to notify employees when certain negative information is placed in their files, impose personnel-record retention obligations, and prohibit retaliation against employees who exercise their rights under the law. The bill would also apply to certain personnel records maintained by third-party vendors, creating additional compliance challenges for employers that rely on outsourced HR, payroll, or personnel-management functions. If signed by Governor Hochul, the law would take effect 60 days later. Here are the seven key takeaways for employers and seven steps you should consider taking now to prepare. 7 Key Takeaways for Employers 1. Current and Former Employees Are Covered Both current and former employees would b...

Washington State has long required employers to allow employees to inspect their own personnel files, but the relevant statutes previously did not define what qualifies as a “personnel file” nor provide clear timelines for providing it . Washington State recently amended these statutes, including making three key changes: (1) defining “personnel file,” (2) establishing timelines for providing employees access to their personnel files, and (3) creating a private right of action and establishing penalties for violations. [1]   The updates go into effect July 27, 2025. Under Washington State law, employers must permit employees to inspect their own personnel files at least annually upon request. [2]  The updated statute now defines “personnel file” to include the following records: All job application records; All performance evaluations; All nonactive or closed disciplinary records; All leave and reasonable accommodation records; All payroll records; and All employment agreement...

  States and cities are as busy as ever passing new workplace regulations throughout the calendar year. Here is our mid-year report summarizing the notable labor and employment laws that take effect from roughly July through October.  Washington Bill / Ordinance / Regulation Main Topic Summary Effective Date Washington Final Rule re Equal Pay and Opportunities Act (WAC 296-123)   Pay Equity Implements statutory amendments to the Equal Pay and Opportunities Act that extend protections to additional protected classes; clarifies and implements the state's pay range disclosure requirements and salary history inquiry prohibition. 7/1/2025 Washington HB 1308   Personnel Files Requires employers to provide a copy of a personnel file to an employee or former employee upon request; defines “personnel file.” 7/27/2025 Washington HB 1395 (SB 5531)   Healthcare Background Checks Requires fingerprint-based background checks for certain long-term care workers in certain circu...