Maryland FAMLI brings new registration, payroll contribution, reporting, and employee notification requirements for staffing agencies. Here’s what staffing firms need to know about the latest requirements, key deadlines, and the program’s 2027 rollout.
Several Virginia employment law changes will take effect on July 1, 2026, creating new compliance requirements for employers across the Commonwealth. From wage transparency rules and salary history restrictions to expanded wage and hour liability, restrictive covenant limitations, minimum wage increases, and future paid family and medical leave obligations, employers should begin preparing now. Learn what these Virginia Employment Law Changes 2026 mean for your organization and the steps you can take to remain compliant.
California is ushering in a wide range of employment law updates for 2026 that employers need to understand. The changes touch on pay transparency, paid leave protections, union rights, wage enforcement, recordkeeping, and expanded employee notifications. With the statewide minimum wage rising and several new compliance requirements taking effect, businesses may need to revisit policies, update HR procedures, and ensure they remain aligned with the state’s evolving labor regulations.
The 2025 Reconciliation Legislation, often referred to as the “One, Big, Beautiful Bill Act,” introduces several tax updates that will impact individuals and businesses in the coming years. While many provisions from the 2017 Tax Cuts and Jobs Act are made permanent, the legislation also adds new deductions and tax benefits, including relief for overtime pay, tips, car loan interest, and seniors. As implementation continues, understanding how these changes affect income taxes, credits, and deductions will be important for taxpayers preparing for the 2025 filing season and beyond.
Washington’s Paid Family and Medical Leave (PFML) program will see several important updates beginning January 1, 2026. The premium rate will increase to 1.13%, and new legislative changes will expand employee protections, adjust employer responsibilities, and modify eligibility requirements for benefits. Employers should review the updated contribution structure, employee notification requirements, and new guidance surrounding job protection and health care benefits to ensure compliance with the evolving program.
New York’s Paid Family Leave (PFL) program continues to expand employee benefits while placing important responsibilities on employers operating in the state. The program requires most private employers with New York employees to provide Paid Family Leave coverage once eligibility thresholds are met. With employee-funded payroll contributions and specific compliance requirements, including insurance coverage, workplace notices, and proper reporting, employers must stay informed to ensure they remain aligned with the state’s evolving leave regulations.
Oregon has introduced new payroll disclosure requirements that will take effect on January 1, 2026, requiring employers to provide clearer and more detailed explanations of pay and deductions at the time of hire. The legislation is designed to improve transparency and help employees better understand how their wages are calculated. Employers operating in Oregon should review these expanded requirements and update their onboarding and payroll documentation to ensure compliance before the new rules take effect.
Minnesota has introduced several updates to workplace regulations that will affect employers beginning in 2026. The changes include clearer requirements for meal and rest breaks, modifications to the state’s Earned Sick and Safe Time (ESST) rules, and adjustments to the upcoming Paid Family and Medical Leave insurance tax rates. Employers operating in Minnesota should review these updates carefully to ensure their policies, employee notifications, and payroll practices remain compliant with the state’s evolving labor standards.
Washington State has introduced significant tax changes that will directly impact staffing firms and IT service providers. Beginning October 1, 2025, temporary staffing services and several technology-related services will be subject to retail sales tax under new legislation. These updates require businesses to collect sales tax and report related income under the Retailing classification for Business and Occupation (B&O) tax purposes. Staffing firms operating in Washington should review the new rules carefully and prepare their invoicing, reporting, and client communications to ensure compliance with the updated tax requirements.
Nebraska has enacted a new Paid Sick Leave law that will require many employers to provide earned paid sick time beginning October 1, 2025. Approved by voters and later clarified through legislative updates, the Nebraska Healthy Families and Workplaces Act establishes accrual requirements, employer size thresholds, and new notice obligations. Employers should review these provisions carefully to ensure their policies, payroll practices, and employee communications align with the new statewide requirements.