A Labor Compliance Roundup
Here's a brief overview of the latest labor compliance laws as of December 23, 2025, including state and local initiatives, along with other key developments. This summary is not legal advice, but it provides insights into industry challenges and critical issues impacting our field. If you have questions or would like more information, please contact us at compliance@castandcrew.com.
State and Local Laws
California
- California’s new pay reporting requirements, effective January 2026
Beginning January 1, 2026, California employers and labor contractors are required to collect and store demographic information for pay reporting purposes separately from personnel records. Starting January 1, 2027, employers must also classify employees using one of 23 new Standard Occupational Classification job categories, replacing the prior EEO-1 based categories. More here.
- California expands employee leave reasons, effective January 2026
On October 1, 2025, Governor Gavin Newsom signed AB 406, which expands the permissible reasons for employee leave effective January 1, 2026, to include leave for employees who are victims of specified crimes or who are assisting family members in judicial proceedings related to those crimes. More here.
- California increases penalties for unpaid wage judgements, effective January 2026
Starting January 1, 2026, California employers who have unpaid wage judgements will face higher penalties of up to three times the original amount. More here.
- California bill expands Paid Family Leave for caregivers, effective January 2028
Beginning January 1, 2028, SB 590 will expand the state’s paid family leave program by allowing employees to take time off work to care for a broader group of care recipients, including family members and individuals with family-like relationships. More here.
Delaware
- Delaware updates Paid Family Medical Leave regulations, effective December 2025
On December 1, 2025, Delaware announced amended paid family and medical leave regulations ahead of the program’s January 1, 2026 effective date. The amendments took effect on December 11, 2025, and revise the definition of the “application year” for benefits, shifting from a 12-month period aligned with the federal FMLA to a period that begins when an employee first takes Delaware PFML leave. More here.
Illinois
- Illinois law mandates paid lactation breaks for nursing mothers, January 2026
Illinois has enacted a law amending the Nursing Mothers in the Workplace Act to require employers to provide paid lactation breaks. Under the law, nursing mothers are entitled to 30 minutes of paid break time at their regular rate for lactation purposes for up to one year after childbirth. The law also prohibits employers from requiring employees to use paid leave or from reducing an employee’s compensation during the break period. More here.
Minnesota
- Mandatory notification for Minnesota’s Paid Leave (formerly referred to as Paid Family Medical Leave), effective January 2026
As noted in a prior update, Minnesota’s Paid Leave Law will take effect on January 1, 2026. Employers must post a Paid Leave notice in a location accessible to employees and provide each employee with individualized written information about the program. Poster and notice can be found here. More here.
- Updates to Minneapolis and St. Paul earned sick and safe time ordinances, November and December 2025 Minneapolis and St. Paul have revised their Earned and Safe Time ordinances to align with Minnesota’s statewide law. The updates include coverage for employees who work at least 80 hours per year, allowing for employers to request documentation for absences longer than two consecutive days, and expanded qualifying leave reasons such as attending funerals and handling financial or legal matters following a family member’s death. More here and here.
- Minnesota released FAQ on new meal and rest break law, effective January 2026
As noted in a prior update, beginning in January 2026, Minnesota will require employers to provide a 30 minute meal break for shifts of six or more consecutive hours, along with a 15 minute paid rest break or sufficient time to use the nearest convenient restroom, whichever is longer, for every four hours worked. The Minnesota Department of Labor and Industry has issued an FAQ addressing these break requirements. More here.
New York
- NYC legislators pass pay data reporting legislation, effective December 2025
New York City lawmakers have approved two bills requiring private employers with 200 or more employees to submit annual pay and demographic data reports. The reports must follow EEOC guidelines and include information on race, ethnicity, and gender. The mayor has one year to designate an agency to conduct a pay equity study, after which employers will have an additional year to file their initial report. More here and here.
- New York City broadens Safe and Sick Leave regulations, effective February 2026
The New York City Council has amended the Earned Safe and Sick Time Act to expand the permissible reasons employees may use sick or safe time and to implement additional changes. Expanded reasons now include taking time off due to workplace closures or to care for a child affected by such closures, complying with orders to remain indoors during public disasters, providing care for minor children or individuals with disabilities, participating in legal proceedings related to benefits or housing, and obtaining safety related services in cases involving workplace violence. More here.
- New York’s Secure Choice Program, effective March 2026
Beginning in March 2026, most New York employers must either register for the Secure Choice retirement savings program or certify that they are exempt. The requirement applies to businesses that have been operating for at least two years, employed 10 or more individuals in the prior year, and do not offer a qualifying retirement plan. All adult employees earning taxable wages from participating employers must be automatically enrolled, with a 30-day window to adjust contribution rates or opt out. Registration or exemption deadlines vary by employer size: March 18, 2026, for employers with 30 or more employees; May 15, 2026, for employers with 15 to 29 employees; and July 15, 2026, for employers with 10 to 14 employees. More here.
Oregon
- Oregon’s unemployment benefits for striking workers, effective January 2026
Beginning January 1, 2026, Oregon will allow striking workers to receive up to ten weeks of unemployment benefits during a strike. Employees must observe a two-week waiting period before becoming eligible for benefits and must repay any benefits received if they later receive back pay that results in an overpayment. More here.
- Oregon law mandates disclosure of payroll information to new hires, effective January 2026
As noted in a prior update, starting January 1, 2026, Oregon law will require employers to provide employees, at the time of hire, with detailed information about earnings and deductions as reflected on their paystubs or wage statements. The Oregon Bureau of Labor and Industries (BOLI) has issued a template notice, available in both English and Spanish, available here and here. More here.
- Oregon expands Paid Sick Leave to include blood donation, effective January 2026
Beginning January 1, 2026, Senate Bill 1108 will expand the permissible uses of paid sick leave. The expansion includes allowing employees to take time off for blood donations made through voluntary programs recognized or accredited by the American Association of Blood Banks or the American Red Cross. More here.
Puerto Rico
- Puerto Rico adopts new lactation rights for working mothers, effective August 2025
On August 1, 2025, Puerto Rico enacted its “Lactation Code,” granting breastfeeding employees the right to one hour of paid work time each day to breastfeed or express milk. Employers must provide a private, clean space equipped with essential amenities for this purpose and may not penalize or retaliate against employees for exercising these rights. More here.
Rhode Island
- New hire notice requirements, effective January 2026
Starting January 1, 2026, Rhode Island’s H 5679 will require employers to provide new hires with a written notice in English outlining key employment terms, including pay information such as scheduled paydays and employment status. Employers must retain a signed acknowledgment from each employee confirming receipt of the notice. More here.
- Paid Medical Leave for organ and bone marrow donors, effective January 1, 2026
Beginning January 1, 2026, H 6065 will provide medical leave to full time employees who donate organs or bone marrow. Eligible employees may take paid time off for medical evaluations, procedures, surgeries, and recovery related to the donation process, including up to five days of paid leave for recovery after a bone marrow donation and up to 30 days of paid leave for recovery following a living organ donation. More here.
Washington
- Washington to provide unemployment benefits for strikers, effective January 2026
Beginning January 1, 2026, Washington’s Senate Bill 5041 will permit workers who are on strike or locked out to receive unemployment benefits. Eligible employees may receive up to six weeks of benefits for strikes and up to 26 weeks for lockouts. For striking workers, benefits will begin on the second Sunday after the strike starts, following a one-week waiting period. More here.
- Protected leave for hate crime victims, effective January 2026
Beginning January 1, 2026, workers in Washington who are victims of hate crimes will be entitled to protected time off under both the state’s paid sick leave law and its domestic violence leave law. The update introduces “safety accommodations,” allowing employees time to seek assistance or recover when an incident qualifies as a hate crime under state law, including crimes committed online. Employers are prohibited from retaliating against or discriminating against employees who take this protected leave. More here.
We’re here to help
Stay informed about upcoming changes to workplace policies and employee guidelines. If you have any questions, please reach out to compliance@castandcrew.com.
