June 2025

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California pay data reports due May 14

 We want to inform you that the California Civil Rights Division (CRD) has released new and updated resources for the 2024 pay data reporting period for employers with 100 or more employees. Employers must use the CRD’s online pay data reporting portal to submit their annual reports. The portal is open and the deadline to submit the reporting for 2024 is May 14, 2025. open and the deadline to submit the reporting for 2024 is May 14, 2025.

California - Los Angeles County, CA Adopts ‘Predictable Scheduling’ Ordinance for Retail Industry

Los Angeles County, California has enacted an ordinance that will require large employers in the retail sector to follow certain scheduling practices. The ordinance takes effect July 1, 2025. 

California Wildfires: Tax Relief

The IRS has announced tax relief for individuals and businesses in southern California affected by wildfires and straight-line winds that began Jan. 7, 2025. The California Employment Development Department has also announced relief.

Massachusetts Expands Sick Leave Requirement

Massachusetts has enacted legislation that will entitle employees to use sick leave to address the employee’s or their spouse’s needs related to pregnancy loss or a failed assisted reproduction, adoption or surrogacy. The change takes effect Nov. 21, 2024.

Illinois Clarifies New E-Verify Law

The Illinois Department of Labor has released guidance to clarify a recently enacted law, effective Jan. 1, 2025, that will prohibit employers from imposing work authorization or re-verification requirements that are greater than those required by federal law.  The guidance clarifies that the law does not prohibit private employers from using E-Verify. 

California Limits When Employers Can Require Driver’s Licenses

California has enacted legislation that restricts employers from including in a job posting or advertisement that a candidate must have a driver’s license. The restriction is the result of enactment of Senate Bill 1100 and takes effect Jan. 1, 2025.

California Clarifies Nondiscrimination Law

California has enacted legislation that clarifies that the California Fair Employment and Housing Act (FEHA) prohibits discrimination on the basis not just of individual protected traits, but also based on the combination of two or more protected traits. The clarification is a result of enactment of Senate Bill 1137 and is effective Jan. 1, 2025.

California Clarifies Law Prohibiting Hairstyle Discrimination

California has enacted legislation to clarify a law that prohibits hairstyle discrimination. The clarification takes effect Jan. 1, 2025.

California Amends Rules for Paid Family Leave

California has enacted legislation that will prohibit employers from requiring that employees use two weeks of accrued vacation time before they can access paid family leave benefits. The change is a result of enactment of Assembly Bill 2123 and takes effect Jan.  1, 2025.

California Health Care Worker Minimum Wage Takes Effect Oct. 16

The California Department of Industrial Relations has announced that the minimum wage for covered health care workers will go into effect Oct. 16, 2024. Originally, the minimum wage was supposed to take effect June 1, 2024, but it was delayed twice.
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Regional Alerts

Compliance Corner , State Compliance Update, California

As previously communicated, on September 30, 2020, California Governor Gavin Newsom signed into law Senate Bill 973, a new pay data reporting requirement. Covered employers will have to provide California's DFEH with pay data by specified job categories and by race, ethnicity and sex. The ...

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The Department of Industrial Relations (DIR) has adopted emergency rules related to protecting workers from COVID-19, including a requirement for employers to adopt a written prevention program. The emergency rules take effect immediately.

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Compliance Corner , State Compliance Update, Colorado

The Colorado Department of Labor and Employment (CDLE) has issued final rules addressing the state's new paid sick leave requirements under the Healthy Families and Workplaces Act of 2020 (HFWA).

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Colorado's minimum wage will increase to $12.32 per hour on January 1, 2021. The change is a result of an annual adjustment for inflation.

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Colorado has adopted final rules that clarify the notice requirements under two new laws related to COVID-19.

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The Colorado Department of Labor and Employment (CDLE) has released a new Colorado Overtime and Minimum Pay Standards Order (COMPS Order #37) that clarifies and adjusts certain exemptions from the state's overtime requirements. COMPS Order #37 takes effect January 1, 2021.

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Compliance Corner , State Compliance Update, Maryland

Montgomery County, Maryland has enacted legislation (Bill 35-20) that amends the county's law governing criminal history inquiries to cover more employers and establish greater restrictions. Bill 35-20 takes effect February 19, 2021.

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Compliance Corner , State Compliance Update, Minnesota

Minnesota has approved a stimulus package that will provide relief payments to certain businesses impacted by the COVID-19 pandemic and the subsequent executive orders issued by the governor in response to it.

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Compliance Corner , State Compliance Update, Pennsylvania

The City of Pittsburgh as well as Allegheny County, Pennsylvania both enacted legislation banning hairstyle discrimination, effective immediately. Below is an overview of both requirements.

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The City of Philadelphia passed two ordinances related to paid sick leave. Ordinance 200306 amends the city's paid sick and safe time law (also known as the Promoting Healthy Families and Workplaces Ordinance (PHFWO)). Ordinance 200303 requires new public health emergency leave (PHEL) for ...

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Compliance Corner , State Compliance Update, Utah

Utah Governor Gary Herbert has issued Executive Order 75, which requires employers to follow certain COVID-19 related safety requirements for the duration of the public health emergency. The Order is effective immediately.

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Compliance Corner , State Compliance Update, Washington, D.C.

The District of Columbia has enacted emergency legislation (B23-980) that requires employers to adopt certain worker protection policies and prohibits employers from retaliating against employees for certain COVID-19 related reasons.

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