DE H 105 Employment Practices

Effective September 26, 2027, employers with more than 25 employees, will be required to include salary or wage range information and a general description of benefits in all job opportunities postings, and ensure that applicants have access to that information prior to any offer or discussion of compensation. Employers will also be required to maintain records relating to job descriptions and wage rates for employees for at least three years. The Department of Labor may bring an administrative action to enforce the pay transparency provision. For a first offense, employers will receive a written warning; subsequent offenses carry civil penalties of $500 to $10,000 per violation.

DE H 262 Paid Leave

The law adds a new subsection to clarify that the entitlement to leave for the adoption of a child may begin at the employee’s election: when the child is placed for adoption, when the employee initiates a petition for adoption in Family Court, or upon completion of the adoption process. The law became effective June 10, 2026.

DE S 263 Labor Exemptions

Under this law, any individual who has entered into a contract to play baseball at the minor league level and who is compensated pursuant to the terms of a collective bargaining agreement that expressly provides for wages and working conditions is exempt from state minimum wage and recordkeeping standards. The law became effective June 24, 2026.

The post Delaware 2026 Legislative Update appeared first on Compliance Poster Company.

Covenants Not to Compete
Effective July 1, 2026, amendments to the law expand employee protections by making non-compete agreements unenforceable when employees are terminated without severance pay, except when termination is for cause, and restricting non-compete agreements with health care professionals.

Workers’ Compensation Notice
The revised posting updates employee injury reporting requirements, claim deadlines, physician selection rights, and work-search requirements. It also adds website links and QR codes for claim forms and employee resources, clarifies uninsured employer reporting duties, and requires employers without a physical location to post the Workers’ Compensation Notice online.

The post Virginia 2026 Mandatory Update appeared first on Compliance Poster Company.

Nevada has issued mandatory posting updates effective July 1, 2026. The Minimum Wage and Daily Overtime bulletins have been updated to reflect the July 1, 2026, effective date for the existing wage and overtime rates. The Assembly Bill 307 Required Posting has also been updated to comply with DETR’s July 1, 2026, notice requirement and include updated program links. In addition, several postings have been revised to reflect updated agency contact information.

The post Nevada 2026 Mandatory Update appeared first on Compliance Poster Company.

Minimum Wage 
Effective July 1, 2026, the standard minimum wage increases to $18.40 per hour and the tipped rate increases to $10.30 per hour. The updated posting clarifies that for non-tipped employees, the rate increases annually in proportion to the Consumer Price Index, if applicable. Additionally, information on the Car Wash Employee Overtime Amendment Act has been removed.

Employee Rights 
The new July 1st minimum wage rates have been added to the posting.

The Right to Breastfeed 
The posting has been redesigned to offer more detailed information on worker rights and employer responsibilities. Updates include explicit protections against workplace harassment, requirements for employers to provide flexible schedules, job-sharing, or telecommuting options, and updated contact information for filing complaints.

District of Columbia Update

The post District of Columbia 2026 Mandatory Update appeared first on Compliance Poster Company.

Per enacted House Bill 7236 (2025), Connecticut’s Fair Employment Practices Act was amended to add victims of sexual assault and victims of human trafficking as protected classes, strictly prohibiting employers from discriminating against individuals based on this status. The statute similarly expands civil rights protections within housing and public accommodations by adding “status as a victim of sexual assault” and “status as a victim of trafficking in persons” to the state’s list of protected categories. To reflect these amendments, Connecticut’s mandatory “Discrimination is Illegal” posting has been revised to incorporate both new protected classifications.

The post Connecticut 2026 Mandatory Update appeared first on Compliance Poster Company.

CT S 298 Reallocation of Certain State Funds

Effective July 1, 2026, employers operating warehouse distribution centers must disclose productivity quotas to employees who are not exempt from the minimum wage and overtime requirements of the Fair Labor Standards Act. A quota is defined as a performance standard where an employee is required to perform at a specified productivity speed, meet a quantified number of tasks, or produce a quantified amount of material within a defined time period; where employee actions are measured between time performing and not performing tasks; where increments of active or inactive time are tallied; or where an employee’s performance is ranked in relation to their peers. These quotas may not interfere with an employee’s legally mandated meal breaks or their use of bathroom facilities, including reasonable travel time. Employers must provide detailed written notice of each productivity quota (including potential adverse employment actions for failing to meet them) to current employees no later than August 1, 2026, and to new hires immediately upon hire. Additionally, employers are prohibited from taking adverse actions against employees for failing to satisfy non-disclosed or non-compliant quotas, and they must maintain accurate records of individual and aggregate employee work speed data, along with copies of the written quota descriptions, for a minimum of three years.

CT S 90 Crimes Statutes

Under the law, it is a hate crime if someone commits a discriminatory public accommodation practice with the specific intent to intimidate or harass another person. The statute prohibits the denial of equal accommodations in any place of public accommodation because of race, creed, color, national origin, ancestry, sex, gender identity or expression, marital status, age, lawful source of income, intellectual, mental or physical disability, status as a veteran, or status as a victim of domestic violence. A violation categorized as a hate crime by discriminatory public accommodations practice is classified as a class D misdemeanor. The law goes into effect October 1, 2026.

CT S 5 Online Safety

The law applies to employers’ use of automated employment decision technologies (AEDT). Automated employment-related decision technology is defined as “any technology that processes personal data and uses computation to generate any output, including, but not limited to, any prediction, recommendation, classification, ranking, score or other information, that is a substantial factor used to make or materially influence an employment-related decision.” Employment-related decision is defined as “any decision, made based on any individual’s personal data, to hire, promote, discipline or discharge such individual, to renew such individual’s employment, to select such individual for any training or apprenticeship or with respect to such individual’s tenure or terms, privileges or conditions of employment, and (B) does not include any such decision that (i) results in any nonmaterial change in such individual’s job tasks, work responsibilities, hours or work assignments, or (ii) is made with respect to workplace health and safety, scheduling and planning or productivity monitoring.”

The law integrates AEDT into Connecticut’s anti-discrimination statute by providing that the use of AEDT shall not be a defense against a complaint alleging a discriminatory practice. Employers cannot avoid liability by asserting that AEDT made or materially influenced the employer’s decision. Evidence of anti-bias testing or similar proactive efforts to avoid discriminatory practices, the results of the testing or efforts, and the response to those results may be considered. Employers are required to provide plain-language disclosures when individuals directly interact with AEDT, as well as prior written notice to any applicant or employee whose career status will be materially influenced by an automated tool’s output. The law goes into effect October 1, 2026.

CT S 439 Electronic Surveillance Devices

Third-party vendors managing self-service kiosks may utilize surveillance devices provided the equipment does not record sound or voice, and its visual recording filed is strictly confined to the immediate checkout and product display areas. Self-service kiosk is defined as “an interactive stand-alone terminal that allows individuals to independently scan and purchase items for sale.” The third-party vendor must maintain sole custody of the gathered video footage and is barred from sharing it with the employer unless the vendor explicitly reports an incident of alleged employee theft. The law goes into effect October 1, 2026.

CT S 472 Electronic Surveillance of Employees

Any employer engaging in electronic monitoring must provide advanced written notice to all affected employees, detailing the types of tracking utilized, such as computer, telephone, camera, or data system surveillance, and specifying the exact locations on the premises where this monitoring occurs. Employers must satisfy this requirement by posting a conspicuous notice in a readily accessible area, which must explicitly include the specific physical locations under surveillance. For any individual hired on or after October 1, 2026, employers must provide a written, plain-language statement prior to the start of employment that explicitly outlines which workplace activities are strictly prohibited and details the circumstances under which tracking may occur without prior written warning. The requirement to disclose the specific location where electronic monitoring may occur does not apply to airports, or when an employer has reasonable grounds to conduct monitoring for security and employee safety purposes. The law goes into effect October 1, 2026.

The post Connecticut 2026 Legislative Session End appeared first on Compliance Poster Company.

The post Oregon July 1, 2026 Mandatory Posting Updates appeared first on Compliance Poster Company.

Effective July 17, 2026, Nebraska’s Legislative Bill 258 amends the Wage and Hour Act with the following changes:

• General Minimum Wage: Increases by a fixed 1.75% annually starting January 1, 2027 (replacing cost-of-living adjustments).
• Youth Wage (Ages 14-15): Set at $13.50 per hour, increasing by 1.5% every five years starting January 1, 2030.
• Training Wage (Ages 16-19): Set at $13.50 per hour through 2026, increasing by 1.5% annually starting January 1, 2027.

The state’s minimum wage posting has been updated with all future rates through January 1, 2030.

The post Nebraska 2026 Mandatory Update appeared first on Compliance Poster Company.

• Mandatory updates are taking effect for 8 states.
• Mandatory updates are taking effect for 18 cities and counties.
• More updates are expected to be announced soon.

Click here to pre-order July 1, 2026, State Poster Updates

Click here to pre-order July 1, 2026, City/County Poster Updates

Mandatory posting updates are required for the following states:

• District of Columbia
• Indiana
• Louisiana
• Nebraska
• Nevada
• New Jersey
• Oregon
• Virginia

Please contact a Compliance Advisor at 1-800-817-7678 to place an order, to explore how our digital compliance management programs can streamline compliance for your organization, or if you have any questions.
Compliance Poster Company is your partner in labor law compliance.

The post July 1, 2026 Poster Updates appeared first on Compliance Poster Company.

VA H 1/S 1: Minimum Wage

The law increases the minimum wage rate as follows:

• Effective January 1, 2027 – $13.75 per hour
• Effective January 1, 2028 – $15.00 per hour
• Effective January 1, 2029, and each year thereafter – adjusted based on increases in the Consumer Price Index (CPI).

The law takes effect July 1, 2026.

VA H 373/S 248: Food Allergy Awareness Notice

The law requires restaurants to post in a conspicuous location accessible to employees a food allergy awareness notice to be developed by the Health Commissioner informing employees of:

1. The procedures to be followed if a customer informs staff of a food allergy;
2. Any procedures to be followed to prevent cross-contact; and
3. The procedures to be followed if a customer has an allergic reaction.

The notice must be posted in the languages spoken by each employee. Restaurants must also include the phrase, “If you have a food allergy, please notify us,” on menus or conspicuously posted signs, and on menus posted on restaurant websites. The law takes effect July 1, 2026.

VA S 170: Protection of Employees

The law expands the restrictions on noncompete agreements between employers and employees by making them unenforceable if an employer discharges an employee without providing severance benefits or other monetary payment, except when the discharge is for cause. It also expands the civil action provision to allow any employee, not just low-wage employees, to sue a former employer or other person attempting to enforce an unlawful covenant not to compete. The law takes effect July 1, 2026.

VA S 128: Health Care Professionals

The law broadens the prohibition on noncompete agreements to include those between employers and health care professionals. Health care professional includes persons licensed, registered, or certified by the Board of Medicine, Nursing, Counseling, Optometry, Psychology, or Social Work. The law takes effect July 1, 2026.

VA S 637/H 925: Virginia Human Rights Act

The law amends the Human Rights Act to cover employers with 5 or more employees (previously 15), and increases the statute of limitations on unlawful discrimination complaints to 2 years from the date of the alleged discriminatory practice. The law takes effect July 1, 2026.

VA H 636/S 215: Salary Range Transparency

The law requires all employers to include wage or salary ranges in all job postings and to set wage or salary ranges in good faith. The law prohibits employers from seeking or relying on a job applicant’s wage or salary history when making hiring decisions, and prohibits employers from retaliating against current or prospective employees for not providing wage or salary history or for requesting wage or salary information. The law does not prohibit an employer from relying on wage or salary history voluntarily provided by an applicant to negotiate a wage or salary higher than initially offered. The law gives employers 15 days to correct a deficient job posting upon notice from an applicant before the applicant can file a civil action for the violation. The law takes effect July 1, 2026.

VA S 199: Paid Sick Leave

The law creates a new requirement for Virginia employers to provide employees with paid sick leave. The law will take effect in 3 phases:

1. July 1, 2027 – Employers with at least 50 employees
2. January 1, 2028 – Employers with at least 25 employees
3. January 1, 2929 – Employers with at least one employee

Key provisions of the new law include the following:

• Employees accrue one hour of paid sick leave for every 30 hours worked. Unused accrued leave carries over to the following year.
• Employees may use up to 40 hours of accrued sick leave per year unless the employer sets a higher limit.
• Employers that frontload 40 hours of paid sick leave at the beginning of the year will be considered compliant with the accrual provisions.
• Employers with existing paid time off policies or collective bargaining agreements that provide leave meeting the law’s requirements will not be required to provide additional sick leave.
• Employees must request leave in writing and provide at least one week’s advance notice when the need for leave is foreseeable.
• Paid sick leave may be used for:
  • The employee’s own illness, injury, or health condition, including diagnosis, treatment, and preventive medical care;
  • Caring for a family member with illness, injury, or health condition, including diagnosis, treatment, and preventive medical care; or
  • Obtaining medical care, victim services, taking other safety-related measures related to domestic violence, sexual assault, or stalking.
• Employers:
  • May require documentation for absences of 3 or more consecutive days
  • May adopt more generous paid sick leave policies
  • Must maintain records of accrued and used sick leave for 3 years
  • Must display a workplace posting and provide written notice informing employees of their rights under the law
  • May not discriminate or retaliate against employees for exercising their rights.
• Employees who believe their rights have been violated may file a complaint with VDOL or a civil action against the employer within one year of the violation.

The first phase of the law takes effect July 1, 2027.

VA S 2/ H 1207: Paid Family and Medical Leave Insurance Program

The law requires establishment of a paid family and medical leave insurance program by January 1, 2028. Funding will begin through employer and employee contributions starting April 1, 2028, with benefits available beginning December 1, 2028.

Eligible employees can receive up to 12 weeks of job-protected leave benefits for the following reasons:

1. The birth, adoption, or foster placement of a new child;
2. Caring for a family member with a serious health condition;
3. The employee’s own a serious health condition that prevents them from working;
4. Caring for a family member or next of kin in the Armed Forces with a serious health condition;
5. A qualifying exigency arising from a family member’s active military duty; or
6. Obtaining services and taking safety-related measures due to domestic violence, harassment, sexual assault, or stalking.

Under the program, wage replacement benefits will equal 80% of an employee’s wages, up to a set maximum. Leave can be taken intermittently or reduced leave schedule. Employees will be required to provide advance notice of the need for leave and continue paying their share for benefits during leave. Leave rights cannot be diminished by a collective bargaining agreement. The law protects employees exercising their rights from retaliation or discrimination.

Additionally, employers must provide notice of leave rights to employees upon hire, when leave is requested, or when they have notice of a qualifying need for leave. Employers must also display a workplace poster informing employees of the program in English, Spanish, and any language spoken by at least 5% of the workforce. Program rules are expected by April 1, 2028.

VA H 675: Anti-Retaliation Protections for Employees

The law prohibits employers from discharging, disciplining, discriminating against, using coercion, or threatening employees for engaging in protected activities or exercising rights under Title 41.1, Chapter 3 (Protection of Employees) or Chapter 5 (Child Labor). Employees may file complaints with the Commissioner within 90 days of alleged coercive action or threat. The law takes effect July 1, 2026.

VA S 100: Protection of Employees

The law prohibits employers from discharging, disciplining, or discriminating against employees who miss work while serving as volunteer emergency responders. Employees are required to give at least one hour notice before their scheduled shift and provide documentation upon their return. Missed work time is unpaid, but employees may use accrued paid leave. The law takes effect July 1, 2026.

VA S 121/H 20: Minimum Wage

The law removes farm laborers and farm employees from the list of workers who are excluded from minimum wage protections under Virginia law. The law takes effect January 1, 2027.

VA H 1092: Protection of Employees

The law requires the Virginia Safety and Health Codes Board to adopt by May 1, 2028, regulations establishing standards to protect workers from heat illness during indoor and outdoor work. The law takes effect July 1, 2026.

The post Virginia 2026 Legislative Session End appeared first on Compliance Poster Company.