March 2026

News

New York City Releases Updated Sick Leave Notice and Resources

New York City has released an updated Notice of Employee Rights, Rules for Protected Time Off Policies and FAQs. The city has also issued proposed rules related to the previously amended Earned Safe and Sick Time Act.

New York Enacts Trapped at Work Act

New York has enacted legislation (Senate Bill S4070B), which bans promissory notes that require an employee to repay their employer for training expenses if the employee leaves their employment before the note period expires. Senate Bill S4070B is effective immediately.

New York Bans Using Credit History in Employment Decisions

New York has enacted legislation (Senate Bill 3072), which restricts the use of credit history in employment decisions. Senate Bill 3072 is effective April 18, 2026.

New York City Adds Pay Data Reporting Requirement

New York City will require covered employers to report pay and demographic data annually. The city will also conduct an annual pay equity study.

New York City Expands Earned Safe and Sick Time Act and Reduces Temporary Schedule Change Law Requirements

New York City has expanded its Earned Safe and Sick Time Act to provide additional unpaid leave and expand the reasons an employee may use the leave. The City has also formally added paid prenatal leave requirements into local law[CR1] and reduced requirements under its Temporary Schedule Change Law.

New York City Expands Minimum Pay Requirement to App-Based Grocery Delivery Workers

New York City has enacted several bills that provide new protections to app-based grocery delivery workers.

New York City Expands Employee Earned Safe and Sick Time Protections

New York City has amended rules under the Earned Safe and Sick Time Act (ESSTA) relating to paid personal prenatal leave. The new rules are effective July 2, 2025.

New York City Expands Employee Earned Safe and Sick Time Protections

New York City has amended rules under the Earned Safe and Sick Time Act (ESSTA) relating to paid personal prenatal leave. The new rules are effective July 2, 2025.

New York Releases Guidance for Retail Workplace Safety and Violence Prevention

We want to let you know that the New York State Department of Labor (NYSDOL) has released guidance on the New York Retail Worker Safety Act.

New York City Expands Employee Earned Safe and Sick Time Protections

New York City has amended rules under the Earned Safe and Sick Time Act (ESSTA) relating to paid personal prenatal leave. The new rules are effective July 2, 2025.

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Regional Alerts

Compliance-Corner-, State-Compliance-Update, California

West Hollywood, California has enacted an ordinance that requires employers to provide paid and unpaid leave benefits. Leave benefits become effective on January 1, 2022 for “hotel workers.” The effective date for all other employers is July 1, 2022.

Compliance-Corner-, State-Compliance-Update, Pennsylvania-

Update: Allegheny County has posted its paid sick leave ordinance, notice, guidelines and FAQs to its website. Although the Ordinance required employers’ notice obligations to begin immediately once the law was approved, and for the other provisions of the ...

Compliance-Corner-, State-Compliance-Update, New-York-

New York has enacted legislation (Senate Bill 2928A) that expands the definition of “family member” under the New York Paid Family Leave (PFL) law to include siblings. The expanded definition takes effect on January 1, 2023.

Compliance-Corner-, State-Compliance-Update, New-York-

New York City has amended its Earned Safe and Sick Time Act (Int. 2448-2021) to allow employees to use paid sick time for COVID-19 child vaccinations. The amendments are retroactive to November 2, 2021, and are set to expire on December 31, 2022.

Compliance-Corner-, State-Compliance-Update, New-York-

New York City has enacted an Order that establishes worker COVID-19 vaccination requirements, creates recordkeeping obligations, and includes a posting requirement. The Order took effect on December 27, 2021.

Compliance-Corner-, State-Compliance-Update, Maryland-

Howard County, MD has enacted an ordinance that establishes a minimum wage rate for work performed in the county. The county’s minimum wage depends on whether the employer is a government employer, large employer, small employer, or paying a tipped employee.

Compliance-Corner-, State-Compliance-Update, Illinois-

Chicago has issued a public health order that requires certain employers to verify employees are fully vaccinated against COVID-19. If employees aren’t fully vaccinated, they must wear a mask when interacting with patrons and provide proof of a weekly negative COVID-19 ...

Compliance-Corner-, State-Compliance-Update, Connecticut-

Effective Jan. 1, 2022, Connecticut’s family and medical leave law will expand to cover all private sector employers and to include other changes. Additionally, the state’s new paid family leave program will provide wage-replacement benefits to employees who take leave for covered ...

Compliance-Corner-, State-Compliance-Update, California

The California Department of Public Health (CDPH) is requiring the use of face masks indoors for the next four weeks, regardless of the individual’s COVID-19 vaccination status.

Compliance-Corner-, State-Compliance-Update, Arizona

Tucson, Arizona voters have approved a ballot measure (Proposition 206) that will increase the city’s minimum wage. Employers must pay employees at least the city's minimum wage rate for work done within Tucson.

Compliance-Corner-, State-Compliance-Update, New-York-

This notice is to inform you that New York’s Governor Kathy Hochul has announced a temporary mask mandate for businesses and venues unless they implement a vaccine requirement. The mandate will be in effect from Dec. 13, 2021, until Jan. 15, 2022, unless it’s extended.

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

The District of Columbia has enacted emergency legislation (B24-404) requiring employers to provide paid leave to employees for the time they, or their minor child, spend obtaining and recovering from COVID-19 vaccination. These changes took effect immediately on November 18, 2021 and expire on ...

Compliance-Corner-, State-Compliance-Update, North-Dakota

North Dakota has enacted legislation (HB 1511) that requires private employers to allow certain employee exemptions from the COVID-19 vaccine. The law is effective from Nov.15, 2021 to Aug.1, 2023, unless extended.

Compliance-Corner-, State-Compliance-Update, Kansas-

Kansas has enacted legislation (House Bill 2001) stating that employers that implement COVID-19 vaccination requirements must provide certain exemptions to employees. House Bill 2001 was effective immediately upon the Governor’s signature on Nov. 23, 2021.

Compliance-Corner-, State-Compliance-Update, Florida

Florida has published emergency regulations addressing a state law that prohibits employers from imposing a COVID-19 vaccination mandate without providing exemptions for medical reasons (including pregnancy and anticipated pregnancy), religious reasons, COVID-19 immunity, periodic testing, and ...

Compliance-Corner-, State-Compliance-Update, California

The minimum wage in California and in many local jurisdictions in the state will increase on January 1, 2022.

Compliance-Corner-, State-Compliance-Update, Alabama

Alabama has published emergency regulations addressing a state law that prohibits employers from requiring employees to receive COVID-19 vaccination without providing the employee an opportunity to seek an exemption for religious or medical reasons. The state has also published a sample ...

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