| Arkansas |
State employment law listed in 2026 compliance bulletin. christensengroup+1 |
Wage & hour / notice (exact topic depends on Arkansas entry in bulletin). christensengroup+1 |
Arkansas is included in the “State Employment Laws Effective Jan. 1, 2026” bulletin, which highlights a new or amended requirement affecting employer wage‑and‑hour or notice obligations; employers should review the Arkansas section of that PDF for details and update written notices and payroll practices accordingly. christensengroup+1 |
| California |
SBs and ABs summarized in state and firm alerts. hrdive+3 |
Leave, mini‑WARN, AI/data, equal pay. hrdive+2 |
2026 changes in California include new paid leave protections (including expansions for crime‑victim related leave), implementation or expansion of a state “mini‑WARN” style notice requirement for certain layoffs, and amendments to equal‑pay and pay‑data rules under FEHA that require separation of demographic data from personnel files starting January 1, 2026. hrdive+3 |
| Colorado |
State law in 2026 multi‑state bulletin. christensengroup+1 |
Wage & hour / leave / notice. christensengroup+1 |
Colorado appears in the 2026 state‑law compliance guide with at least one new or amended statute effective January 1, 2026 affecting employer wage‑statement content, leave administration, or workplace notice requirements. christensengroup+1 |
| Connecticut |
SB 5005 (2024) – Paid Sick Leave. littler+1 |
Paid sick leave expansion. littler+1 |
Connecticut’s paid sick leave law is expanded so that employers with 11 or more employees become covered by the statute, significantly widening coverage beyond the prior definition that applied mainly to “service workers”; covered employers must track eligibility and reasons for leave under the expanded scope as of January 1, 2026. littler+1 |
| Delaware |
State PFML amendments in 2026 bulletins. littler+1 |
Paid family and medical leave program. littler+1 |
Delaware’s paid family and medical leave law is amended so that, beginning January 1, 2026, the program’s employment‑restoration protections are broadened and employers must provide specific written notices to employees regarding their reinstatement rights connected to PFML usage. littler+1 |
| Illinois |
Amendments highlighted in 2026 bulletins. ogletree+3 |
AI in employment decisions; contract and NDA limits. ogletree+1 |
Illinois introduces new human‑rights protections around the use of artificial intelligence in employment, restricting discriminatory use of AI tools and clarifying employer liability, and further limits certain confidentiality and non‑disparagement terms in employment and settlement agreements that would prevent employees from discussing alleged violations of employment laws. ogletree+2 |
| Maine |
Included in 2026 state‑law guide. christensengroup+1 |
Wage & hour / leave / notice. christensengroup+1 |
Maine is identified in the 2026 compliance bulletin as having at least one new or amended labor/employment statute effective January 1, 2026, which affects employer obligations such as wage‑payment details, notice content, or protections for certain leave categories; employers should consult the Maine section of the bulletin for the bill citation and operative language. christensengroup+1 |
| Minnesota |
State changes plus Minneapolis local updates. christensengroup+2 |
Protected classes, leave, local sick leave. christensengroup+2 |
Minnesota’s 2026 updates include expanded protection for employees under state and local human‑rights laws (including new protected statuses in places like Minneapolis) and broadened qualifying reasons and employer‑coverage thresholds for local paid sick leave ordinances, with many changes tying into January 1, 2026 effective dates. christensengroup+2 |
| Montana |
Included in 2026 bulletin. christensengroup+1 |
Wage & hour / notice. christensengroup+1 |
Montana appears on the list of states with new or amended employment laws effective January 1, 2026, involving requirements such as enhanced wage‑statement content or new employee notice obligations regarding pay, deductions, or conditions of employment. christensengroup+1 |
| Nevada |
Included in 2026 bulletin. christensengroup+1 |
Workplace standards / leave / notice. christensengroup+1 |
Nevada’s entry in the 2026 compliance bulletin reflects at least one statutory change for employers effective January 1, 2026, which may address topics such as paid leave, wage notices, or personnel documentation standards. christensengroup+1 |
| New Hampshire |
Included in 2026 bulletin. christensengroup+1 |
Wage & hour / employment practices. christensengroup+1 |
New Hampshire has a 2026 change captured in the multi‑state guide, signaling new or revised employer obligations concerning wage payment practices, leave, or other defined employment terms effective at the start of 2026. christensengroup+1 |
| New York (state & NYC) |
Various 2026 laws summarized in NY news and firm alerts. cbsnews+1 |
Employment, scheduling, and worker protections. cbsnews |
New York state and New York City implement several laws in 2026 affecting employment, including changes around worker protections, scheduling or leave rules, and other workplace regulations, with details outlined in state and city‑specific updates for 2026. cbsnews+1 |
| North Carolina |
Included in 2026 bulletin. christensengroup+1 |
Employment practices / posting / notice. christensengroup+1 |
North Carolina is listed among states with new labor and employment laws effective January 1, 2026, requiring employers to comply with modified employment‑practice rules, updated notices, or expanded protected categories depending on the final statutory text. christensengroup+1 |
| North Dakota |
Included in 2026 bulletin. christensengroup+1 |
Wage & hour / employment records. christensengroup+1 |
North Dakota’s 2026 entry in the compliance guide reflects updated requirements that may touch on wage‑statement information, record‑keeping, or other employment‑practice standards that employers must adopt for work performed after January 1, 2026. christensengroup+1 |
| Oregon |
Detailed statutory summary in 2026 guide. christensengroup+1 |
Wage statements and hiring notices. christensengroup |
Oregon’s 2026 changes require additional detail in new‑hire wage notices and pay statements, including information such as rates of pay, pay basis (hourly, salary, etc.), allowances claimed, and employer contact and registration details, along with signed acknowledgment from employees retained for at least three years. christensengroup |
| Rhode Island |
Included in 2026 bulletin. christensengroup+1 |
Employment standards / wage rules. christensengroup+1 |
Rhode Island is among the states with new or amended employment laws effective January 1, 2026, as listed in the bulletin; impacts may include modifications to wage‑payment rules, leave rights, or other employee protections. christensengroup+1 |
| Texas |
Included in 2026 bulletin. christensengroup+1 |
Employment practices / notice. christensengroup+1 |
Texas has at least one 2026 workplace‑law change flagged in the multi‑state compliance guide, requiring employers to adjust policies or notices to align with new state requirements effective January 1, 2026. christensengroup+1 |
| Washington (state) |
PFML amendments (HB 1213). thehortongroup+1 |
Paid family & medical leave job restoration. thehortongroup |
Washington’s PFML law is amended so that job‑restoration eligibility no longer requires 12 months of service and 1,250 hours; employees qualify if they have worked at least 180 days, and the job‑restoration obligation is extended to smaller employers (25+ employees as of January 1, 2026, with further phase‑ins in 2027 and 2028). thehortongroup+1 |
| Washington (state) |
Other employment protections in 2026 state updates. kiro7+2 |
Minimum wage and overtime‑exempt salary thresholds; additional worker protections. kiro7+2 |
Washington also raises its minimum wage and increases salary thresholds for overtime‑exempt employees for 2026, along with additional worker‑protection measures outlined in state‑specific employment‑law alerts. kiro7+2 |
| District of Columbia |
2026 DC labor & employment updates. laboremployment-lawblog+1 |
Minimum wage, living wage, non‑compete thresholds. laboremployment-lawblog |
D.C.’s 2026 changes include new minimum wage and living wage rates and updated compensation thresholds that determine which highly compensated employees may be subject to enforceable non‑compete agreements, while the general ban on non‑competes for most workers continues. laboremployment-lawblog+1 |