NJ A 3451 Family Leave

Effective July 17, 2026, this new law will expand the New Jersey Family Leave Act and the temporary disability benefit laws. The law broadens access to job-protected leave by lowering the employer coverage threshold from 30 to 15 employees. Additionally, employee eligibility requirements will be reduced from 12 months to three months of employment, and the minimum work requirements will drop from 1,000 to 250 base hours within the preceding 12-month period. The law also mandates that employers reinstate workers returning from temporary disability or family leave to their original or an equivalent position, preserving their seniority, pay, and benefits. Furthermore, the law will permit workers to choose between using earned sick leave or disability benefits and will allow them to determine the specific order in which these different leave types are utilized.

NJ S 3800 Military Discrimination

Under this law, it is an unlawful employment practice to deny reemployment to any individual who takes leave for military service. Employers, labor organizations, and employment agencies are strictly prohibited from discriminating against individuals based on their service in the U.S. Armed Forces. Furthermore, the law ensures equal access to places of public accommodation. These provisions will be enforced by the Division on Civil Rights and the Attorney General’s Office. The law is now effective.

NJ A 4841 Housing and Employment Discrimination

Under this law, it is an unlawful employment practice or an unlawful discrimination to refuse to sell, rent, lease, assign, or sublease or otherwise to deny to or withhold from any person or group of persons any real property because of the source of any lawful income or source of any lawful rent payment. Source of lawful income is defined as “any source of income lawfully obtained or any source of rental or mortgage payment lawfully obtained including, but not limited to, any federal, State, or local public assistance or housing assistance voucher or funds, including Section 8 housing choice vouchers, temporary rental assistance programs or State rental assistance programs; rental assistance funds provided by a nonprofit organization; federal, State, or local benefits, including disability benefits and veterans’ benefits; court-ordered payments, including, but not limited to, child support, alimony, or damages; and any form of lawful currency tendered, without regard to whether the currency is tendered in the form of cash, check, money order, or other lawful means.” The law is now effective.

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Alberta workplace postings have been fully updated to reflect recent legislation and make employee information easier to understand. Changes include expanded employee leaves, coverage of additional Employment Insurance benefits, and important updates to occupational health and safety laws, as well as the workers’ compensation system.

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Virginia employers are required to post information about the federal Earned Income Tax Credit (EITC). The 2026 federal EITC posting includes a QR code directing to the IRS ETIC website for information and instructions on how to claim the credit.

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The redesigned OSHA Cares posting focuses exclusively on employee rights and includes a new QR code that directs workers to additional OSHA tools and resources.

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The Pennsylvania Human Relations Commission (PHRC) has revised the postings to show the PHRC’s new web address and the new physical address of the Harrisburg Regional Office. State law requires employers to display the most current postings in the workplace.

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• Unemployment Insurance: The posting now includes a QR code for the “Claimant Roadmap,” a user-friendly digital guide for applying for and understanding benefits.
• Resources for Michigan Veterans: The posting includes revised resource listings and a new web address for a VA Medical Center.

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The Civil Rights enforcement duties previously held by the Tennessee Human Rights Commission were transferred to the Office of the Attorney General and Reporter pursuant to House Bill 910 (2025). Individuals must now contact the Civil Rights Enforcement Division of the Attorney General’s Office to file discrimination claims. The posting now lists the Attorney General’s specific web address, phone number, and email.

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The posting has been revised to include information on claims for work-related psychological injuries. In 2013, the Minnesota Workers’ Compensation Law was amended to include Post-Traumatic Stress Disorder (PTSD) as a compensable injury if it arises out of and in the course of employment. To be eligible for benefits, PTSD must be diagnosed by a licensed psychiatrist or psychologist.

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NY A 584 Trapped at Work Act

The law amends the New York Labor Law to prohibit the use of “employment promissory notes” as a condition of employment. Promissory notes, which require a worker to pay the employer a sum of money if they leave their position before a specified period of time, are now considered unconscionable, unenforceable, and against public policy. The Act includes a severability clause ensuring that the invalidity of the note does not affect the enforceability of other provisions within an employment agreement. Employer is defined as “an individual, partnership, association, corporation, limited liability company, trust, government or government subdivision, or any organized group that hires or contracts with a worker to work for the employer…including any subsidiary of an employer and any individual.” Worker is defined to include “an individual who is permitted to work for or on behalf of an employer…includes an employee, independent contractor, extern, intern, volunteer, apprentice, sole proprietor who provides a service or services to an employer or to a client or customer of an employer on behalf of such employer, and an individual who provides services through a business or nonprofit entity or association.” The Act is now effective.

NY S 8338 Standard for When a Practice Has Discriminatory Effect

The law clarifies the criteria for determining when an employment practice has a discriminatory effect under the New York State Human Rights Law. A practice is deemed to have a discriminatory effect if it actually or predictably results in a disparate impact on a group of persons based on their membership in a protected class. To defend against a claim of discriminatory effect, an employer must demonstrate that the practice is legally justified. The employer must prove the policy is directly related to the position in question and the policy is consistent with business necessity. The law is now effective.

NY S 3398 Individuals Who Request Reasonable Accommodation

Under this law, it is an unlawful discriminatory practice to retaliate or discriminate against any person for requesting a reasonable accommodation under the New York State Human Rights Law; opposing any practices forbidden by this article; or filing a complaint, testifying, or assisting in any proceeding related to a claim under this article. The law is now effective.

NY A 2725 Workplace Provision of Opioid Antagonists

All employers federally mandated to have first aid supplies for the treatment of injured employees must include an opioid antagonist in the supplies. Employer is defined as “any person, corporation, limited liability company, or association employing any individual in any occupation, industry, trade, business, or service.” The law goes into effect June 10, 2026.

NY A 4727 Paid Family Leave Benefits

Employees who perform construction, demolition, reconstruction, excavation, rehabilitation, repairs, renovations, alterations, or improvements for multiple employers pursuant to a collective bargaining agreement shall be eligible for family leave benefits if they were employed for at least 26 of the last 39 weeks by any covered employer which is signatory to a collective bargaining agreement. If this type of employee, considering they already met the 26/39 week rule, returns from an unpaid leave of absence, vacation, or a layoff, their paid family leave eligibility is reinstated immediately upon returning to work. This law also ensures that health benefits are maintained during the leave period. The law goes into effect January 1, 2027.

NY S 743 Required Warnings to Consumers

All licensed gunsmiths and firearms dealers must display conspicuous warning signage at both the entrance of their establishment and at every point of sale. These signs must meet specific physical requirements, including being at least 8.5” x 11” with a minimum of 26-point bold font. Additionally, dealers must provide a written copy of the same warning to every consumer at the time of a purchase. Licensing officers must also provide the written warning whenever a permit for a firearm, rifle, or shotgun is issued or amended. Failure to comply is a violation punishable by a fine of up to $1,000, imprisonment for up to 15 days, or both, with each day of non-compliance treated as a separate offense. The law is now effective.

NY S 3072 Use of Consumer Credit History in Hiring

Beginning April 18, 2026, New York law will make it an unlawful discriminatory practice for employers, labor organizations, and employment agencies to request or use an applicant’s or employee’s consumer credit history in hiring, compensation, or other employment-related decisions. This prohibition also extends to state and municipal agencies, which may no longer use credit information for licensing or permitting purposes. There are exceptions for specific roles, such as law enforcement, positions requiring high-level security clearances, and certain financial oversight roles with fiduciary responsibilities or signatory authority over significant assets.

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