New Hampshire has enacted legislation, which creates a voluntary Family and Medical Leave Insurance wage replacement program for employers. To participate in the Paid Family and Medical Leave (NH PFML) Insurance Plan, employers can contract with the state's selected provider (MetLife) or their own provider. Eligible employees may purchase NH PFML for themselves if their employers do not provide NH PFML insurance or an equivalent benefit.

On Nov. 7, 2022, Nebraska voters approved a ballot initiative to increase the state minimum wage. Initiative 433 was approved on a 58 percent to 42 percent vote.

Colorado’s state-run retirement program, called Colorado SecureSavings, is set to launch in early 2023. Employers with five or more employees must either facilitate the program or offer a qualifying retirement plan to employees.

California has enacted legislation (Senate Bill 523) that will prohibit employers with five or more employees from discriminating against applicants and employees because of their reproductive health decision making. This change takes effect Jan. 1, 2023.

On Nov. 7, 2022, voters in Washington D.C. voted overwhelmingly to phase out by 2027 the tipped employee credit that employers are currently allowed to take when paying its tipped employees.  Measure 82 was approved by over 71 percent of the voters.  

Utah has amended its mobile workforce taxation rules, which create a taxation exemption for certain employees who work a limited time in the state annually. The amendments also modify the employer’s withholding obligations and penalties associated with that obligation.

On Nov. 8, 2022, voters in Nevada voted to amend the State Constitution provisions regarding the minimum wage.

This notice Is to remind you to please complete your Health Insurance Responsibility Disclosure (HIRD) form filing online via MassTaxConnect before Dec. 15, 2022.  Massachusetts law requires certain employers to file an annual HIRD form, which contains information about employer-sponsored health benefits offerings.

California has enacted legislation (Senate Bill 1044) that will prohibit, with limited exceptions, an employer from taking adverse action against an employee for refusing to report to, or leaving, work during emergency conditions. Senate Bill 1044 takes effect Jan. 1, 2023.