Compliance Stuff

Employers in Philadelphia just received a new tool to help comply with the city’s ban on criminal history inquiries, which was significantly expanded in January. T his year’s changes to Philly’s “fair chance” or “ban-the-box” ordinance covered more employers, clarified key definitions and procedures, and added more robust notice, retaliation, and enforcement provisions. The Philadelphia Commission on Human Rights (PCHR) has now released a document summarizing the ordinance amendments, which can be provided to employees to satisfy the “notice of rights” requirement . Here’s what you need to know about the new model notice, a refresher on your obligations, and a seven-step compliance plan. What Happened? Philadelphia’s Fair Criminal Record Screening Standards Ordinance has been in place since 2011. This law – which is also known as a “fair chance” or “ban-the-box” ordinance – puts limits on the questions employers can ask job applicants about their criminal history . The goal is to remo...

Philadelphia has become the first city in the country to enact a mandatory workplace retirement savings option. T he program – also known as PhillySaves – was signed into law by Mayor Cherelle Parker on January 20, 2026, but its implementation required passage as a ballot measure. After Philadelphia voters approved the initiative in the city’s May 19 elections, the program went into effect immediately, though contributions do not begin until July 1, 2027, likely in a phased implementation. More than 15 states have already enacted some form of mandatory retirement savings program for employees that are not otherwise covered by an employer-sponsored plan, with similar bills having been proposed in at least 10 others this legislative session. However, the Philadelphia measure is the first local-level enactment of such a plan. PhillySaves applies to employers that have been in business within the city of Philadelphia for at least 24 months . While this is likely to apply primarily to small...

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...

Philadelphia employers should review their criminal background investigation practices and procedures in light of recent amendments to  Philadelphia’s Fair Criminal Record Screening Standards Ordinance  (FCRSS) that took effect on January 6, 2026, after being signed into law on October 8, 2025. Multistate employers also need to keep in mind compliance with varying fair chance or ban-the-box laws in other jurisdictions as well, as many states have enacted some limitations on use of criminal histories in hiring decisions, including California, Colorado, Connecticut, the District of Columbia, Florida, Georgia, Hawaii, Illinois, Iowa, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, New Jersey, New Mexico, New York, Oregon, Rhode Island, Texas, Vermont, Washington, and Wisconsin. Who Is Covered? The amended FCRSS applies to most private employers. Notably, the ordinance’s protections are not limited to employees and job applicants. Rather, it covers all in...

Philadelphia employers now face more investigations and stiffer punishment under a new law the mayor approved last week. The POWER Act, signed on May 27 and taking effect immediately, adds sweeping worker protections concerning wages, paid sick leave, and retaliation for workplace complaints . It also enhances the Philadelphia Department of Labor’s enforcement powers while increasing penalties and damages against employers who violate the city’s worker protection laws. Here are five key provisions employers should review plus a four-step action plan for compliance. The Bigger Picture In the last decade, Philadelphia has granted more workplace protections to workers and heightened compliance requirements for employers, including  wage requirements , mandatory  paid sick leave , a “ fair workweek ” law , and a  domestic worker bill of rights . In 2020, the city created its own Department of Labor (DOL) and vested it with investigatory and enforcement powers. Now with the l...