Labor Law Updates

The Hawaii HIOSH (Safety and Health) notice has been revised. The section on discrimination complaints is now about retaliation complaints, and the notice now states that employers may not retaliate against employees for making a safety or health complaint or for otherwise exercising their rights under the law. The notice now states that whistleblower complaints must be filed online with HIOSH within 60 days of the retaliatory act, and a web URL is now provided. An email address has also been added to the notice, which employees can use to report work-related fatalities, hospitalizations, amputations, and losses of an eye.

The Dislocated Workers/Plant Closings notice now states that, if conditions are met, employers must provide written notice about mass layoffs and closings to employees, employees’ collective bargaining representative (if applicable), and the Department of Labor and Industrial Relations (DLIR). The notice also no longer states that approved prepaid health care plans must include insurance coverage for hospital, surgical, medical, diagnostic and maternity medical care.

The Disability Compensation notice has been updated to state that employees are entitled to concurrent temporary total disability benefits if they were employed by two covered employers at the time of injury. The notice also now names organ donation as a qualifying reason for total disability insurance (TDI).

All three notices, as well as the Wage and Hour Laws notice, have had their layouts changed. The address to the Regional Administrator’s office has been updated on the HIOSH notice, the Kona Wage Standards Division office phone number has been removed on the Wage and Hour Laws notice, and the Kauai and Maui offices are now grouped together under the same number on the Wage and Hour Laws notice.

The updated notices are available in English.

The Fair Chance Ordinance on the San Francisco City Poster has been updated. The notice now states that employers must notify applicants of any final action either 30 days from the first notification or after receiving information from the applicant. Some wording on the notice has also been changed regarding which employers the law applies to (all employers with 5 or more employees).

The Vermont Unemployment Insurance notice no longer states that employers should call the Vermont Department of Labor to find out if they are eligible for unemployment benefits and instead provides two web URLs: one to obtain claim information online, and one to file an initial claim. The updated notice is available in English.

Effective July 17, 2026, eligibility requirements for New Jersey Family Leave have changed. Employers now need to work for an employer for at least three months and 250 hours to qualify for New Jersey Family Leave. The NJFLA notice has been updated to reflect this. Some additional text has also been altered or removed, and the phone number for the New Jersey Civil Rights Department has been updated.

The updated notice is available in English and Spanish.

Effective August 2026, the OSHA penalties for private sector employers have been raised. The proposed penalty for private sector employers has been raised to $16,652 for each serious violation, as well as for failure to correct violations within a proposed time period. The proposed penalty for employers who willfully or repeatedly violate OSHA law has been raised to $166,500 per violation. The Virginia Job Safety and Health Protection (VOSH) notice has been updated to reflect these new penalties and with updated contact information for the regional OSHA offices.

The Covenants Not to Compete notice has also been updated on the English poster. The notice now states that employers of health care professionals may include provisions in employment agreements that require payment for all or for a prorated portion of recruitment-related costs. The notice also states that employers of health care professionals may include provisions in employment agreements that prohibit employees from soliciting business with their former employer’s customers after the employer has terminated them, though this does not restrict health care professionals from informing patients that they will continue to practice medicine elsewhere.

The Indiana “Work Restrictions for Youth Employees” notice has been edited to reflect the fact that the Youth Employment System (YES) database no longer exists, and employers are no longer required to register or track employees with it. This notice is available on the English Indiana poster. The Indiana Minimum Wage notice has also been edited with a layout change and an updated logo for the Indiana Department of Labor.

The Philadelphia Fair Chance Hiring notice has been redesigned and updated with additional information and some changes to wording. It now states that employers cannot maintain a blanket policy excluding all applicants with a history of criminal convictions. It also states that employers cannot consider summary offenses, arrests that did not lead to conviction, expunged or sealed convictions, juvenile records, or misdemeanor convictions occurring more than 4 years in the past when making employment decisions.

The Know Your Rights (Equal Employment Opportunity/Non-Discrimination) notice has also been updated. The list of prohibited discriminatory bases has been updated to include “reproductive health autonomy” and “childbirth or related medical conditions.” The notice also now clarifies that discrimination is illegal in matters such as tenure, union privileges and membership, and job referrals, and the URL for the Philadelphia Commission on Human Relations has been updated.

The city’s Unpaid Leave for Domestic or Sexual Violence notice has received a redesign as well. The three updated notices appear on the English Philadelphia poster. The Know Your Rights notice also appears on the Spanish Philadelphia poster.

Effective July 17, workers aged 14 and 15 in Nebraska may be paid $13.50/hour, which will remain the youth minimum wage for the next four years.  Also effective July 17, workers aged 16-19 may be paid a “training wage” of $13.50/hour for the first 90 days of employment. The state’s Minimum Wage notice has been updated to reflect these changes and to list the projected minimum wage rates for the next four years.

The updated notice is available in English and Spanish.

Effective July 1, 2026, the minimum wage in Washington D.C. will rise to $18.40/hour for non-tipped employees and $10.30/hour for tipped employees. The poster’s Minimum Wage notice and Universal Wage Law notice have both been updated accordingly. The updated notices are available in English and Spanish.

The English Right to Breastfeed notice has also been expanded to include additional information. It now states that employees have a right to be free from workplace disciplinary action because part of their breast was exposed during breastfeeding or milk expression. The notice also provides additional examples of reasonable accommodations for employees, such as scheduling flexibility.

Effective July 1, 2026, the standard minimum wage in Oregon will rise to $15.55/hour. The minimum wage in the Portland Metro Area will rise to $16.80/hour, and the wage in nonurban counties will rise to $14.55/hour. The state’s Minimum Wage notice has been updated accordingly.

Several other notices have also been updated. The Overtime & Paychecks notice has been updated to state that Oregon OSHA now requires additional breaks for working in high heat, and that rules concerning meal breaks may not apply to all hospital employees. The text of the notice also now specifies that employees working 6 or more hours are entitled to 30-minute unpaid meal breaks

The Sick Time notice now states that a gap in employment of 180 days or less does not count against sick time eligibility. The Sexual Harassment and Domestic Violence Protections notice now states that employers must have a written policy concerning sexual harassment, and that employers must give a copy to each employee. The Family Leave notice has been updated to clarify that employees must work an average of “at least” 25 hours per week to be eligible for family leave.

The Equal Pay and Captive Audience notices have had their revision dates updated as well. The updated notices are all available in English and Spanish.