Oregon has enacted a Final Rule (BLI 3-2022) that permanently allows an employee to use sick time for certain public health emergencies. The Final Rule is effective immediately.

The New York City Commission on Human Rights (NYCCHR) has released additional guidance on its pay transparency law, which takes effect on May 15, 2022.

On April 7, 2022, Governor Mills of Maine signed into law H.P. 160, which requires employers to pay out all accrued, unused vacation at the time of separation.  This requirement becomes effective on Jan. 1, 2023.

Malibu, California  has announced that the minimum wage for the City will increase.

Alabama has enacted legislation (House Bill 272) that amends the conditions under which employees are entitled to keep firearms in their cars while in their employer’s parking lot. House Bill 272 takes effect Jan. 1, 2023.

New York has enacted legislation (Assembly Bill 2035B and Senate Bill 5870), which will require employers to provide employees with information on the new sexual harassment prevention hotline and classifies the release of certain employee information as retaliation.

Washington has enacted legislation (Senate Bill 5564) that restricts employers' use of employee assistance program (EAP) data. Senate Bill 5564 takes effect on June 9, 2022.

Washington DC has announced that its minimum wage will increase to $16.10 from the current rate of $15.20 per hour effective July 1, 2022.

Utah has enacted legislation (House Bill 63) that requires an employer to exempt an employee from a mandatory COVID-19 vaccination if the employee provides certain medical documentation. House Bill 63 is effective immediately.