Pay transparency: Pay transparency laws have been around for a while but in the past few, states have introduced new variations in an effort to address pay inequality and promote wage transparency, from requiring employers to disclose compensation information to increasing employee access to salary data. Each state imposes different obligations like requiring employers to post salary ranges in job postings or disclose salary information to existing employees and job applicants. Some even impose their requirements on employers advertising for remote workers in the state, not just on employers located in the state. To be sure you are compliant, consult chapter 16 on Equal Pay chapter 38 on Preemployment Inquiries.
Minimum wage and salary exemption increases: In 2024 and early 2025, more than half the states raised their minimum wage. And while the federal overtime rule raising the salary threshold for white collar overtime exemptions was struck down, many states have their own salary thresholds that increased in 2025. Consult chapter 28 A on Minimum Wage to be sure you are meeting your state’s minimum requirements.
Paid sick leave: Nearly one-third of states (and the District of Columbia) require employers to offer some sort of paid sick leave. The requirements differ significantly from state to state, leading to compliance challenges for employers operating in multiple states or with remote employees working in other states. In addition to paid sick leave, states continue to enact and expand other types of leave requirements as well. For example, in 2024, New York became the first state to mandate a separate entitlement for paid leave for prenatal care. Ensure you are meeting all your obligations by reviewing chapter 17, which covers Family and Medical Leave, chapter 42, which covers Sick Leave and Other Paid Time Off, and chapter 43, which covers Small Necessities Leave, including domestic violence leave.
Protections against discrimination and harassment: A continuing trend that affects almost all employers is the expansion of protected characteristics. More than half the states have laws prohibiting discrimination based on certain hair types commonly associated with race, including braids, twists, locs, afros, and textured hair. Other new protected characteristics have included immigration status, association with members of a protected group, and reproductive health decisions. Find out what is included in your state’s discrimination protections in chapter 10 on Discrimination and chapter 45 on Title VII Equivalents.
