Massachusetts has enacted legislation (House Bill 3702) that requires all employers to provide COVID-19 emergency paid sick leave. Employers that provide the leave may request reimbursement from the state's COVID-19 Emergency Paid Sick Leave Fund. The leave requirement will expire when the $75 million fund is exhausted or September 30, 2021, whichever occurs first.

Maryland has enacted legislation (House Bill 581) requiring "essential employers" to take certain steps during a public health emergency, including providing paid leave to essential employees if public funding becomes available. House Bill 581 is effective immediately.

Maryland has enacted legislation (House Bill 56) that expands the state's Flexible Leave Act to also cover bereavement. House Bill 56 takes effect on October 1, 2021.

Maryland has enacted legislation (House Bill 1154) that amends and clarifies requirements for notifying the state and workers before reductions in operations. House Bill 1154 takes effect on October 1, 2021.

Hawaii has enacted legislation (House Bill 125) that generally prohibits employers from asking or requiring employees to disclose the login information to their personal online accounts, such as social media. House Bill 125 is effective immediately.

Connecticut has enacted legislation (House Bill 5158) that expands the state's requirements for providing lactation breaks to employees. House Bill 5158 takes effect on October 1, 2021.

Connecticut has enacted legislation (House Bill 6380) that requires employers to, among other things, provide applicants with the wage range for positions. House Bill 6380 takes effect on October 1, 2021.

The California Department of Industrial Relations (DIR) has revised emergency rules related to protecting workers from COVID-19. The revisions are effective immediately.

The Nevada Office of the Commissioner of Labor issued guidance on whether employees should receive pay for the time they spend receiving COVID-19 vaccinations.