Hey Bosses!
States and some cities were especially active this year, passing workplace legislation, many of which create new compliance obligations for employers. Below is a summary of these new laws and regulations. This table focuses on laws taking effect on or around July 1, 2025, and is not intended to be an exhaustive discussion of every single new employment and labor law, and is intended to be informative but not to constitute specific legal advice for any employer.
| State | Update(s) |
|---|---|
| Alabama | • Paid Parental Leave for Certain Public Employees (SB 199): State employers and local education agencies must provide paid leave following birth, stillbirth, miscarriage, or adoption.• Expiration of Temporary State Income Tax Exemption for Overtime Pay: Starting July 1, employers must resume withholding state income tax on overtime wages as Act 2024‑437 sunsets. |
| Alaska | • Minimum Wage Increase: Hourly rate rises to $13; minimum salary for white‑collar exemptions increases to $1,040/week.• Paid Sick Leave Accruals Begin: Employees accrue 1 hour of paid sick leave per 30 hours worked.
• Ban on Captive Audience Meetings: Prohibits mandatory meetings primarily for sharing political or religious views (ballot measure, 2024). |
| California | • Healthcare Minimum Wage Hikes: Dialysis‑clinic and large healthcare‑system workers’ minimum wage will rise to $24/hour (full schedule published by state).• Safety Standards for Household Domestic Workers: New protections regarding working conditions, rest breaks, and training requirements. |
| Colorado | • Expansion of Colorado Privacy Act: Biometric‑information rules now apply to all entities (including employers) collecting Colorado residents’ biometric identifiers.• New Notice & Consent Obligations for Biometric Privacy: Final rule mandates stringent notice and consent when using biometric data for identification.
• Local Government Tip‑Credit Rules (HB 25‑1208): Governments enacting minimum wages must follow updated tip‑offset calculation methods. |
| District of Columbia | • Minimum Wage Increases: Tipped workers’ rate rises to $12/hour; all other workers to $17.95/hour. |
| Florida | • CHOICE Act (Pending HB 1219): If enacted, makes Florida friendlier to non‑compete enforcement; presented to governor June 18, pending signature or veto. |
| Georgia | • Wage Protections for People with Disabilities (SB 55): Employers may not use DOL certificates to pay subminimum wages after July 1; existing certificates (issued by July 1, 2025) phase out from 2026, ending July 1, 2027. |
| Idaho | • Ban on Employer Medical Mandates (SB 1210): Prohibits requiring “medical intervention” (e.g., vaccines) as an employment condition, unless federally mandated or needed for business travel. |
| Indiana | • Protected Leave for School Meetings (SB 409): Employers must allow unpaid time off (with conditions) for employees to attend their child’s school conferences or meetings. |
| Iowa | • Gender Identity Protections Eliminated (SF 418): “Gender identity” removed as a protected class; “sex” defined by birth assignment (federal Title VII protections still apply).
• Private‑Sector Drug Testing Changes (HF 767): Employers may designate safety‑sensitive roles; test‑result notifications may be delivered electronically; employees bear burden of proof in related civil suits. |
| Kansas | • Non‑Solicitation Agreement Rules (SB 241): Strengthens enforceability of restrictive covenants, especially non‑solicitation clauses. |
| Maryland | • Healthcare Non‑Compete Ban/Limit: New non‑competes prohibited for healthcare professionals earning ≤$350 000; heavily restricted for higher earners. (Paid Family Medical Leave Insurance delayed to 1 Jan 2027.) |
| New Hampshire | • Breastfeeding Accommodations (HB 358 (2023)): Employers with ≥6 in‑state employees must provide private space and reasonable breaks for nursing employees to express milk. |
| New Jersey | • Airport Minimum Wage Increase: Newark Liberty International Airport workers’ minimum wage rises to $20.50/hour. |
| New Mexico | • Whistleblower Protections for Healthcare Workers (HB 586): Hospitals and related organizations may not retaliate against whistleblowers meeting specific conditions. |
| New York | • Airport Minimum Wage Increase: LaGuardia and JFK Airport workers’ minimum wage set at $20.50/hour. |
| Ohio | • Parents’ Bill of Rights Deadline: Public schools must update parental involvement policies by July 1 per new state law. |
| Oregon | • Nonprofit Privacy Coverage: Oregon Consumer Privacy Act now applies to covered nonprofit entities (previously only for‑profits). |
| Tennessee | • Antidiscrimination Enforcement Shift (HB 910/SB 861): Dissolves THRC; transfers enforcement to AG’s civil‑rights division; dismisses any complaints pending June 30.• New Consumer Privacy Law: Tennessee Information Protection Act applies to qualifying for‑profit businesses, mandating opt‑out mechanisms and privacy notices. |
| Vermont | • Pay Transparency (H 704 (2024)): Employers with ≥5 employees must include compensation info in most job postings.
• Expanded Unpaid Leave (H 461): Broadens family‑leave rights to include LGBTQ+ and nontraditional families, bereavement, safe leave, and miscarriage recovery. • Wage Law Changes (S 117): Ends subminimum wages for people with disabilities, learners, apprentices; increases penalties/reporting for late workers’ comp benefit payments. |
| Virginia | • Non‑Compete Expansion (SB 1218): Bans new/renewed non‑competes for employees entitled to FLSA overtime pay.
• Online Child Content Protections (HB 2401): Requires compensation and trust‑account set‑aside for likeness/name/photograph of children under 16. • Hospital Workplace Safety Plans (HB 2269): Hospitals must implement reporting systems for workplace violence incidents. |
| Washington | • Equal Pay & Opportunities Act Expansion (HB 1905 (2024)): Adds new protected classes (age, marital status, orientation, religion, veteran status, disability, etc.) to pay‑transparency law.
• Immigration‑Related Protections (SB 5104): Prohibits workplace coercion based on immigration status; violators face civil penalties. |
| Wisconsin | • Return‑to‑Office Mandate (SB 27): State agencies must require in‑person work, with exemptions for telehealth roles and pre‑March 2020 off‑site duties. |
| Wyoming | • Sweeping Non‑Compete Ban: Most non‑compete agreements rendered void and unenforceable under new state law. |
Be Audit-Secure™!
Lisa Smith, SPHR, SCP
Note: This blog post is for informational purposes only and should not be construed as legal advice. Always consult with a legal professional for advice specific to your situation.
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Lisa Smith, SPHR, SHRM – SCP
Certified EEO Investigator (EEOC)
Lead Support and Content Chief – HelpDeskforHR.com
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