New California Pay Data Reporting Requirements, Effective January 2027
California’s Senate Bill 464 updates pay data reporting requirements for companies with 100 or more employees or 100 or more contract workers. Beginning January 1, 2027, employers will no longer report based on EEO-1 categories. Instead, all employees must be classified into one of 23 job categories based on the Standard Occupational Classification (SOC) system. We are currently updating our internal reports to ensure compliance with these new requirements ahead of the reporting deadline. More here.
Updates to San Francisco Paid Parental Leave Requirements, Effective January 2027
San Francisco’s updated Paid Parental Leave Ordinance shortens the employment period required for employees to qualify for supplemental compensation. This 90-day eligibility threshold will apply to companies with 100 or more employees beginning January 1, 2027, while businesses with 20 to 99 employees have until January 1, 2028, to comply. Employers with 19 or fewer employees remain exempt from these requirements. More here.
Colorado Workforce Demographic Reporting Requirements, Effective July 2027
Beginning July 1, 2027, private companies in Colorado with at least 100 employees must submit workforce demographic data similar to the information required on federal EEO-1 forms when filing periodic reports with the Secretary of State. This reporting obligation will remain in effect even if federal reporting requirements are repealed or eliminated. More here.
New Colorado ID and I-9 Requirements, Effective June 2026
Effective June 3, 2026, Colorado’s HB26-1283 prohibits employers from retaining government-issued identification documents for more than 10 hours when reviewing documents for Form I-9 purposes. The law also requires employers to provide a written notice during the Form I-9 process explaining the law’s protections and obtain an acknowledgment from the individual. These records must be maintained in the employee’s records. More here.
NYC Private Sector Security Guard Requirements, Effective January 2027
New York City’s Local Law 61 of 2026 requires private companies to pay security guards the same wages and benefits as those working on city contracts valued at more than $1,500. The new pay requirements take effect January 1, 2027, with additional benefits, including paid time off and supplemental benefits, phased in beginning in 2028 and 2029. The law also includes notice, recordkeeping, and anti-retaliation requirements. More here.
Updates for NYC’s New Protected Time Off Rules, Effective July 2026
Effective July 23, 2026, New York City’s updated Protected Time Off rules rename “safe/sick time” as “protected time off” and require employers to make 32 hours of unpaid leave immediately available each year. Employers must prioritize paid leave unless an employee requests to use available unpaid time and must reinstate unused unpaid leave for employees who are rehired within the same year. New requirements include providing departing employees with a detailed written summary of all accrued, used, and remaining protected time off and prenatal leave balances. The rules also expand acceptable documentation for absences exceeding three days and establish specific financial penalties for failing to provide required paid prenatal leave. More here.
Expanded Washington State Pregnancy and Lactation Accommodations, Effective January 2027
Effective January 1, 2027, Washington SB 5217 expands existing pregnancy accommodations to employers of all sizes and now requires paid lactation break time. All time taken for lactation breaks, including travel to a designated space, must be paid at the employee’s regular compensation rate. This break time is in addition to meal and rest periods. More here.