Keeping up with employment law changes is one of those things that's easy to put off until it becomes a problem. And 2026 has a long list of updates employers need to know about.
From expanded paid leave programs and new workplace protections to minimum wage increases and updated notice requirements, states across the country are making significant changes this year.
Missing even one update can mean fines, compliance gaps, or benefits surprises your employees weren't expecting.
Below is a state-by-state roundup of key employment law updates effective in January 2026, along with clear action items to help HR teams stay compliant and proactive.
Employers with 20 or more employees must now provide up to 25 hours of job-protected, unpaid leave for certain baby-related medical appointments. Covered reasons include:
Medical appointments related to childbirth
Postpartum care for the employee
Pediatric medical appointments within one year of a child’s birth or adoption
If both parents work for the same employer, they may share the 25-hour entitlement for the child’s appointments. Employees may substitute accrued paid leave.
▶ HR Action Item: Update leave policies and ensure managers understand the new entitlement.
Employers with 50 or more employees at the same New Hampshire location must provide employment protections for spouses of service members called into active duty, including protections against discrimination and reemployment rights.
▶ HR Action Item: Review policies and practices related to military leave and reemployment.
Colorado’s FAMLI program now allows employees to take an additional 12 weeks of paid leave when a child requires inpatient care in a neonatal intensive care unit (NICU). When combined with other pregnancy-related leave entitlements, this can result in up to 28 weeks of paid leave in a 12-month period.
▶ HR Action Item: Update FAMLI policies and ensure leave tracking systems reflect the expanded entitlement.
Statewide (Effective January 1, 2026):
Minimum wage: $15.16/hour
Tipped minimum wage: $12.14/hour
Exempt salary threshold: $57,784/year
Highly compensated employee threshold: $130,014/year
Several local jurisdictions, including Denver, Boulder, Edgewater, and unincorporated Boulder County, have higher local minimum wages.
▶ HR Action Item: Audit pay rates, exemption classifications, and local wage compliance.
Connecticut’s minimum wage increases to $16.94 per hour.
Beginning January 1, 2026, Connecticut’s paid sick leave law applies to employers with 11 or more employees in the state.
▶ HR Action Item: Confirm payroll updates and sick leave eligibility thresholds.
Employers must provide new hires with a written notice detailing earnings, deductions, benefits, payroll codes, and pay periods. The notice must be accurate as of January 1 each year and can be provided individually or made easily accessible.
▶ HR Action Item: Implement a compliant wage notice process for all new hires.
Employees may now use accrued sick leave to donate blood through approved programs.
▶ HR Action Item: Update sick leave policies to include blood donation as a permitted use.
Oregon significantly expanded its workplace violence prevention law, including:
Coverage of home health agencies and hospice programs
Broader definitions of workplace violence
New training, planning, and documentation requirements
▶ HR Action Item: Develop or update workplace violence prevention plans and training schedules.
California employers face one of the most extensive sets of January 2026 updates, including:
Expanded crime victim leave and related paid sick leave use
Updates to pay equity, clarifying that “sex” includes gender identity and expression and that all forms of compensation count
More specific pay transparency requirements for job postings
Expanded access to personnel records
New recordkeeping rules for pay data reporting
Updated Cal/WARN notice requirements
Prohibition on “stay or pay” agreements
Increased statewide minimum wage ($16.90/hour) and exempt salary threshold ($70,304/year)
Numerous local minimum wage increases, many exceeding $18 per hour
▶ HR Action Item: California employers should prioritize handbook updates, compensation audits, contract reviews, and local wage compliance checks.
Paid organ donation leave now applies to part-time employees at covered employers.
Employers must notify employees if artificial intelligence is used in recruiting, discipline, or other employment-related decisions and may not use AI in discriminatory ways.
Paid lactation breaks must be compensated at the employee’s regular rate of pay, and employers cannot require employees to use other paid leave during lactation breaks.
▶ HR Action Item: Review technology use, update policies, and train managers and HR staff.
Employers may now require documentation when ESST is used for more than two consecutive scheduled workdays (previously three).
Meal breaks required after six consecutive hours
Rest breaks must be long enough to use the nearest restroom
Minnesota’s Paid Leave program officially begins January 1, including payroll deductions and reporting requirements.
▶ HR Action Item: Update leave policies and confirm payroll systems are ready for Paid Leave deductions.
Key changes include:
Job protection now applies to employers with 25 or more employees
New written notice requirements regarding reinstatement rights
Ability to coordinate unpaid FMLA leave with PFML, with proper notice
State minimum wage: $17.13/hour
Exempt salary minimum: $80,168/year
Several cities, including Seattle, Tukwila, Everett, and Renton, have higher local minimum wages.
▶ HR Action Item: Review PFML coordination practices and confirm wage compliance by location.
January 2026 brings a heavy mix of wage increases, expanded leave rights, notice obligations, and policy updates, especially for multi-state employers. This is an ideal time to:
Update employee handbooks
Train managers on new leave and pay rules
Audit wage and exemption classifications
Review hiring and technology practices
Staying ahead of these changes now can help prevent compliance issues later in the year.
Want help keeping up with these changes?
Start the year with confidence by ensuring your employee handbook, payroll setup, and leave policies are legally compliant and easy to manage.
▶ Schedule a compliance review with our team to make sure you’re covered in 2026.
Is your handbook ready for 2026?
Don’t let outdated policies put you at risk.
▶ Grab our guide: 5 Mistakes to Avoid in Your Employee Handbook.