A Labor Compliance Roundup
Here's a brief overview of the latest labor compliance laws as of October 1, 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
- CalSavers registration deadline for small employers, effective December 2025
CalSavers is California’s state-sponsored retirement savings program designed for employees without access to employer-sponsored plans. Small businesses with 1 to 4 employees must register for CalSavers or request an exemption by December 31, 2025. To opt in to the program or request an exemption please visit the CalSavers website.
Colorado
- Colorado amends Family and Medical Leave to include neonatal intensive care, January 2026
Starting January 1, 2026, Colorado has amended the state’s Family and Medical Leave Insurance law to provide parents of children in neonatal intensive care units with an additional 12 weeks of paid family and medical leave. Eligible parents can now receive a total of 24 weeks of leave, 12 weeks for bonding and 12 weeks for NICU care. Additionally, the premium amount will decrease from 0.9% to 0.88% of wages per employee beginning in 2026. More here.
- Colorado implements new tip offset rules, effective July 2025 and January 2026
As of July 1, Colorado local governments that set a minimum wage above the state level must implement a $3.02 tip offset, allowing employers to count this amount in tips toward meeting the minimum wage for tipped employees. From January 1, 2026, local governments can raise this offset, permitting employers to factor in more tips if a higher credit is adopted, but it cannot reduce a tipped employee's earnings below the state minimum wage minus $3.02. Additionally, House Bill 25-1208 enhances tip credit offsets, while House Bill 25-1001 strengthens wage and hour protections, increasing enforcement authority and penalties for noncompliance. More here and here.
Connecticut
- Changes to Connecticut’s retirement program, effective July 2025
As of July 1, 2025, Connecticut's new law introduces a new enforcement system for the MyCTSavings retirement program. The law applies to employers with five or more employees and maintains existing eligibility and contribution criteria. It requires auto-enrollment of covered employees in MyCTSavings or certification of a compliant plan. More here.
Illinois
- Illinois equal pay reporting season
The Illinois equal pay reporting season is nearing, requiring employers with 100 or more employees to obtain an Equal Pay Registration Certificate, which must be renewed every two years. For the 2025 renewals, data from the 2024 calendar year will be used. New requirements for the upcoming filings will include stating whether employees are hourly or salary, providing hourly rates and stating whether employees are covered by a collective bargaining agreement. Employers who have not yet obtained an equal pay registration certificate should refer to the Illinois Department of Labor FAQs to determine if they need to apply for first time equal pay registration certificate in 2025. FAQs can be found here.
Maine
- Maine increases PTO accrual cap, effective September 2025
Effective September 24, 2025, Maine will revise its Paid Time Off (PTO) accrual cap, increasing the maximum for Earned Paid Leave to 80 hours. While the annual accrual and usage limits will remain at 40 hours each, employees can now carry over up to 40 unused hours from the previous year without affecting their current year’s accrual, potentially resulting in a total balance of 80 hours. More here.
Maryland
- Maryland delays Paid Family and Medical Leave (FAMLI) Insurance program implementation, January 2027
Maryland has postponed the rollout of its FAMLI program. The new law pushes back the start of contributions from July 1, 2025, to January 1, 2027, and delays the availability of benefits from July 1, 2026, to a range between January 1, 2027, and January 3, 2028. We will continue to monitor this legislation and provide any further updates as needed. More here.
Minnesota
- Changes to Minnesota’s meal and rest break requirements, effective January 2026
Minnesota has introduced new regulations regarding meal and rest breaks for employees. Effective January 1, 2026, the law requires employers to provide a 30-minute meal break for shifts lasting six or more consecutive hours, as well as a 15-minute paid rest break or enough time to utilize the nearest convenient restroom, whichever is longer, for every four hours worked. If an employer fails to provide required breaks, the employee is entitled to unpaid break wages and an equal amount in liquidated damages. The Minnesota Department of Labor and Industry is expected to release regulations on the new rest and meal break requirements before they take effect. We will monitor the DOLI website and provide updates as needed. More here.
- Minnesota’s Earned Sick and Safe Time (ESST) and Paid Family and Medical Leave law updates, effective July 2025 and January 2026
Minnesota has updated its ESST policy, allowing employers to require employees to notify them of unforeseeable earned sick and safe time usage and to provide documentation for absences of two or more consecutive days. Additionally, the state’s new paid family and medical leave law will take effect on January 1, 2026, offering up to 12 weeks of paid leave for various family and medical reasons, with a maximum of 20 weeks combined. The premium rate for this program will be 0.88%, shared between employees and employers. Starting July 31, 2026, and on each July 31 thereafter, the commissioner can modify annual premium rates, ensuring that the total premium does not exceed 1.1% of employees’ wages. More here.
Missouri
- Missouri repeals Paid Sick Leave requirement, effective August 28, 2025
Effective August 28, 2025, employers in Missouri will no longer be required to provide paid sick leave to their employees, following the signing of bill HB 567, which repeals the earned Paid sick time statue that took effect May 1, 2025. This change eliminates the requirement for businesses to offer paid sick leave to their employees. Employers are still required to allow employees to accrue paid sick leave from May 1, 2025, until August 28, 2025. More here.
Nebraska
- Nebraska amends Paid Sick Time law, effective October 2025
The Nebraska Healthy Families and Workplaces Act mandates that employers offer paid sick leave to eligible employees, with the law set to take effect on October 1, 2025. On June 4, 2025, Governor Jim Pillen of Nebraska signed LB 415, an amendment that provided clarifications and adjustments to the act. One notable change is that employees will begin accruing this benefit after completing 80 hours of continuous employment in Nebraska. More here.
New York
- Amendments to the NYC Paid Prenatal Leave, effective July 2025
As of July 2, 2025, New York City implemented amendments to its Earned Safe and Sick Time Act (ESSTA) to include detailed requirements for paid prenatal leave (PPPL). This law mandates that employers must develop and distribute a written paid prenatal leave policy, must issue updated employee notices as well as inform employees of their PPPL balance during each pay period when the leave is used. The amendments also clarify that PPPL is available exclusively to pregnant employees, not their partners, and that documentation supporting PPPL usage cannot be required by employers unless an employee has been absent for more than three consecutive days. More here.
- New York increases jury service compensation, June 2025
As of June 8, 2025, New York has increased the daily compensation rate for jury service to $72 for the first 3 days of service, up from the previous requirement of $40 per day. Employers with more than 10 employees are required to comply with this new compensation rate. More here.
- New York State Fashion Workers Act FAQ and guidance
New York has issued a set of FAQs and guidance materials related to the Fashion Workers Act, which was implemented on June 19, 2025. These documents from the New York Department of Labor provide insight into the new obligations and protections for models, modeling agencies, and clients. More here.
Oregon
- Oregon’s new payroll disclosure requirements for employers, effective January 2026
Effective January 1, 2026, employers in Oregon are required to provide employees with detailed payroll information at hire. This includes written explanations of earnings and deductions, definitions of payroll codes, potential pay rates, and the purpose of deductions. Employers must update this information annually by January 1 each year. The Bureau of Labor and Industries (BOLI) will issue a multilingual guidance document to help employers meet these requirements, which should be made easily accessible to employees. We will monitor the BOLI website and provide updates as needed. More here.
Pennsylvania
- Pittsburgh amends Paid Sick Day Act, effect January 2026
Pittsburgh has revised its Paid Sick Days Act to adjust the accrual amounts and cap for paid sick leave. Beginning January 1, 2026, employees will accrue one hour of paid sick leave for every 30 hours worked, a shift from the previous accrual amount of one hour of paid sick leave for every 35 hours worked. Additionally, this update raises the limits on the annual usage and total accrual of paid sick time. More here.
Virginia
- New Protections for child content creators, effective July 2025
As of July 1, 2025, House Bill 2401/Senate Bill 998 protects children under 16 involved in content creation by requiring creators to keep records of an engaged child's participation and earnings. A child is considered engaged if at least 30% of a creator's compensated videos in a month include their likeness, name, or photo. A percentage of earnings from content featuring a qualifying child must be placed into a trust account accessible at age 18. Children cannot be exposed to hazards or use dangerous equipment and must be supervised by an adult. Documentation is required for the child's age, earnings, video minutes, and trust account deposits. More here.
Washington
- Washington FAMLI amendments, effective January 2026
Starting January 26, 2026, Washington's FAMLI amendments introduce updates to job protection policies. The amendments expand job protection for employees, clarify rules around stacking job-protected leave, and require employees to actively exercise their right to reinstatement. Employers must provide clear notices regarding reinstatement and return to work. Additionally, the claim duration has been reduced while benefits continuation has been expanded. New notice and poster requirements will be implemented. More here.
- Washington state expands pregnancy related accommodation for employees, effective January 2027
Washington State has enacted a new law that enhances pregnancy-related accommodations for employees, set to take effect on January 1, 2027. This legislation mandates that all employers, regardless of size, provide necessary accommodations for pregnancy and postpartum needs. The new includes paid lactation breaks for nursing employees and flexible scheduling for postpartum medical visits. Additionally, the law specifies that lactation breaks cannot be deducted from regular meal and rest periods and prohibits employers from forcing employees to use paid leave for lactation breaks. 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.
