Labor Law Updates

A new notice required for Connecticut employers has been released. This notice outlines employee rights under the Americans with Disabilities Act of 1990, including the right to reasonable workplace accommodations. Employees who have questions regarding their rights or who believe they have been discriminated against are advised to contact the Connecticut Commission on Human Rights and Opportunities or the U.S. Equal Employment Opportunity Commission (EEOC).

Connecticut’s Electronic Monitoring notice has also been updated. Employers must now write locations in which employees can expect electronic monitoring to occur. New fillable fields have been added to the notice for this purpose.

The Americans with Disabilities Act Notice is available in English and Spanish and has been added to the Connecticut Posters. The Electronic Monitoring notice is available only in English and appears on the English posters.

Effective October 1st, 2026, the maximum Paid Family Leave weekly benefit amount has been lowered from $1,190 to $1,100. The notice has been updated to reflect this change. The notice also now states that covered employees can take up to 6 weeks of family leave and 10 weeks of medical leave, rather than 12 weeks as the notice stated previously.

The Louisiana Earned Income Credit (EIC) notice has been updated with new eligibility requirements. If an employee makes $62,974 or less annually, his or her employer should notify them at the time of hiring about the potential availability of Earned Income Tax Credits. Earned Income and adjusted gross income (AGI) must be less than: $62,974 ($70,224 if married filing jointly) with three or more qualifying children; $58,629 ($65,899 if married filing jointly) with two qualifying children; $51,593 ($58,683 if married filing jointly) with one qualifying child; $19,540 ($26,820 if married filing jointly) with no qualifying children.

The Louisiana Minor Labor Law Placard has also been updated. The notice now provides a URL which employers can follow to obtain the required employment certificate for minors online.

Both updated notices are available in English and Spanish.

A new notice has been released, which is a required posting for all Washington employers as of October 1st, 2026. The Immigrant Worker Protection Act notice outlines the right of employees to receive advanced notice about I-9 inspections, to receive notification if an I-9 inspection identifies an error in their work authorization, and to be informed about the time period for correcting I-9 errors. Employers must also offer to meet with workers, as well as their union or collective bargaining representatives, in the event that an error is found during an I-9 inspection.

The new notice is available in English and Spanish and has been added to both the English and Spanish Washington state posters.

Effective September 30, 2026, the minimum wage in Florida rose to $15.00/hour for non-tipped employees and $11.98/hour for tipped employees.

Florida’s Reemployment Assistance Program notice has also received an update; the notice was amended to state that discharges for work-related misconduct may result in disqualification. Formerly the notice stated that they may result in disqualification “with a penalty period.”

The updated Minimum Wage notice is available in English and Spanish. The updated Reemployment Assistance Program notice is so far available only in English.

A new required Workers’ Compensation notice has been released by the U.S. Virgin Islands Department of Labor. It describes what employers and employees should do in the event of a work-related injury or illness. Employers are instructed to complete an Accident/Incident Report within 8 days, while employees are instructed to report their injury or illness within 48 hours and to file a disability compensation claim if needed.

The notice is available in English.

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.