The District of Columbia has enacted legislation (Act 23-305) that will require employers offering parking benefits to offer employees a transportation benefit, pay a fee, or implement a plan to reduce commuting to work by car.

Chicago has published final rules, frequently asked questions, and a notice for employers covered by the city's Fair Workweek Ordinance, which takes effect July 1, 2020.

Chicago has published rules and enacted two ordinances that will expand coverage under the city's paid sick leave law, create new notice and recordkeeping requirements, and prohibit adverse action against employees because of COVID-19. The changes take effect on July 1, 2020.

Virginia has enacted legislation (House Bill 622) that prohibits employers from retaliating against employees for discussing their wages. House Bill 622 takes effect July 1, 2020.

Currently, Bay Area employers with 20 or more employees (located anywhere) are required to provide eligible San Francisco employees up to six weeks of supplemental compensation if they take time off to bond with a new child. Effective July 1, 2020, this requirement will increase to eight weeks of supplemental compensation.

The New York State Department of Labor (NYSDOL) has adopted an emergency rule that requires employers to provide an unemployment insurance notice to employees whose work schedule and/or employment status is impacted by COVID-19.

Following Senate Bill 2353, amendments to New Jersey's mini-WARN Act that were scheduled to take effect on July 19, 2020 will now take effect 90 days after the conclusion of the COVID-19 public health emergency as declared by the Governor's Executive Order 103 of 2020.

Maryland has enacted legislation (House Bill 1202) that will prohibit employers from using facial recognition services during an interview unless the applicant consents. House Bill 1202 takes effect Oct. 1, 2020.

Maryland has enacted legislation (House Bill 123 and House Bill 14) that requires employers to provide pay transparency to applicants, prohibits employers from seeking an applicant's pay history, and bars employers from taking adverse action against employees for inquiring about their own wages. Both laws take effect on Oct. 1, 2020.

Maryland has enacted legislation (House Bill 1444) that will expressly prohibit employers from discriminating against individuals because of hair texture and protective hairstyles. House Bill 1444 takes effect Oct. 1, 2020.