• Effective April 1, 2026 – $16.75 per hour
• Effective October 1, 2026 – $17.00 per hour

– Rights and Responsibilities – Employer and Employee – The posting shows the timeframes for:

• Reporting fatalities, serious injuries or accidents, and safety concerns to the Occupational Health and Safety Branch (OHS)
• Reporting work-related injuries to the Workers’ Compensation Board (WCB)

– Employee Leaves – The posting shows the increase in Domestic Violence paid leave days from 3 days to 5 days.

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The Department of Labor and Human Resources has updated the official phone number for filing unemployment insurance claims. Additionally, the temporary COVID-19 pandemic claim line has been disconnected. Employees should now use the updated primary number for all unemployment-related inquiries and claims.

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UT H 130 Employment Medical Examination Expense Amendments

Effective May 6, 2026, prospective employers are prohibited from charging individuals for medical examinations. Employers may not require an exam unless they cover all costs charged by the healthcare provider directly; reimbursement models, where the individual pays upfront, are strictly prohibited. Furthermore, employers may not require current employees to undergo mandatory exams outside of their scheduled shifts without compensation, nor can they require employees to use personal leave for such exams. Violators are subject to daily penalties of 5% of the examination costs for up to 20 days, as assessed by the Labor Commission.

UT H 270 Healthcare Worker Post Employment Amendments

The law bans the use of noncompete agreements for healthcare workers. Additionally, any nonsolicitation agreement is considered void if it restricts a healthcare worker from informing patients of their current or future place of employment. Healthcare professionals maintain the right to ensure continuity of care by transparently sharing their practice location with patients. The law goes into effect May 6, 2026.

UT S 111 Veterinary Post Employment Amendments

Effective May 6, 2026, non-compete agreements for veterinarians are deemed void and unenforceable unless the veterinarian holds at least a 5% ownership interest in the business. Furthermore, the law prohibits the formation of nondisclosure or nonsolicitation agreements with veterinarians after this date. Any contractual provision requiring dispute resolution for a veterinary non-compete to take place outside of Utah is void as a matter of public policy.

UT H 329 State Employee Maternity and Leave Amendments

Starting July 1, 2026, Utah state employers and local education agencies (LEAs) are required to provide paid leave for new parents and guardians. State employees qualify for up to six weeks of postpartum and adoption leave, four weeks of foster leave, and three weeks of general parental leave. LEAs are required to adopt similar policies, offering three weeks for most parental leave types and four weeks for foster care. The Department of Human Resource Management is responsible for developing the administrative rules for these new leave types.

UT S 229 State Employee Benefits Amendments

Starting May 6, 2026, Utah will implement a new Paid Time Off (PTO) program designed to replace separate sick and annual leave for state employees. The law incentivizes the switch by offering a superior 401(k) match—featuring a higher match rate and increased employer contribution limits—to those in the PTO program. Additionally, all agencies are required to launch a centralized leave-sharing system where employees can voluntarily donate time to a collective bank.

UT H 380 Hospital Workplace Violence Reporting Requirements

Utah hospitals (general acute and specialty) must begin formalizing workplace violence protections. By November 1, 2026, all facilities must have a reporting system in place to track data and provide quarterly updates to executive medical and nursing leadership. The law also requires an annual report to the state and mandates the adoption of anti-retaliation policies to ensure employees can report incidents without fear of professional consequences.

UT S 174 Exercise of Religious Beliefs and Conscience Amendments

Effective May 6, 2026, healthcare providers who refuse to participate in specific services based on religious beliefs or conscience must adhere to new transparency standards. Providers are required to give advance notice of these refusals to their employers or institutions. Additionally, they must disclose their list of refused services to the Department of Health and Human Services. To ensure patient awareness, providers must prominently post a statement of the services they do not perform and provide information on alternative providers. Non-compliance may result in disciplinary action under existing professional licensing laws.

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

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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The post British Columbia, Canada 2026 Mandatory Updates appeared first on Compliance Poster Company.

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.

The post OSHA Cares Job Safety and Health appeared first on Compliance Poster Company.

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.

The post Pennsylvania 2026 Mandatory Change appeared first on Compliance Poster Company.

• 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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