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...

The shift to remote and hybrid work arrangements has fundamentally changed how employers manage (and potentially mismanage) wage-and-hour compliance. While flexible work models offer significant benefits, they also present unique challenges under the Fair Labor Standards Act (FLSA) and analogous state laws. Wage-and-hour claims remain one of the most frequently litigated employment issues, and remote work has created new avenues for liability, particularly with respect to timekeeping, overtime, and off-the-clock work. Below are some key compliance risks that employers should be addressing now, along with practical strategies to mitigate exposure. Tracking Hours Worked Non-exempt employees must be paid for all hours worked, including time that may be difficult to capture in a remote setting . Even small increments of unrecorded time can lead to significant liability when aggregated across a workforce. Without direct supervision, employees may:  Work outside scheduled hours Respond t...