As we begin 2026, several important employment law updates are going into effect across the country, particularly in the areas of leave administration and pay transparency. These labor law changes may impact your business’s policies, payroll processes, and compliance responsibilities. If you have questions about how these labor law updates apply to your organization, please reach out to your designated HR Consultant at HRDelivered.
Paid & Unpaid Family and Medical Leave Updates: Expansions and New Programs
The landscape of family and medical leave continues to evolve. Employers should take note of several important trends:
Updates Unpaid FMLA-Like Leave Requirements
States are increasingly broadening unpaid family and medical leave by:
- Lowering the minimum employer size for coverage.
- Expanding leave beyond 12 weeks.
- Adding new qualifying reasons (e.g., genetic testing, caregiving for new conditions, etc.).
These changes may affect eligibility, notice requirements, and job protections for employees even in smaller organizations.
New States Offering Paid Family and Medical Leave (PFML)
Thirteen states and Washington, D.C. now offer state-run paid leave programs, funded through payroll taxes. These programs vary but typically cover bonding, medical, and caregiver leave.
New State Laws Effective January 1, 2026:
- Colorado adds up to 12 additional weeks of PFML for NICU-related care.
- Rhode Island expands Temporary Caregiver Insurance from 7 to 8 weeks.
- Washington improves job protections and broadens eligibility.
What these 2026 Employment Law Updates Mean for Employers:
- Payroll deductions and reporting obligations may apply.
- Leave policies should be updated to reflect applicable PFML benefits.
- Clear communication with employees is key to managing expectations.
Pay Transparency & Pay Stub Compliance
Pay transparency legislation is accelerating across the U.S., with seven states and several cities enacting new rules in 2025 and into 2026.
Posting Requirements and Pay Disclosure
States such as Illinois, New Jersey, Massachusetts, Washington, and Delaware (as well as cities like Cleveland, OH) now require:
- Pay ranges in job advertisements.
- Descriptions of benefits and compensation.
- Record retention for wage history and job descriptions.
- In some cases, reporting pay data to state agencies.
California Job Posting Requirement Update (Effective Jan. 1, 2026)
Employers must include:
- A “good faith estimate” of total compensation, including bonuses and stock options.
- Benefits breakdown in listings.
- Three-year record retention for job titles and wage history.
- California is also implementing minimum wage & exempt salary updates
New Pay Stub Regulations in Oregon & Ohio
- Oregon (Jan. 1, 2026): Requires detailed written notice at the time of hire outlining earnings and deductions, with annual updates.
- Ohio (effective April 9, 2025): Requires expanded pay stub content, including hours worked and overtime for hourly employees.
What Steps Should Employers Take?
These updates may seem technical, but they directly affect your HR compliance strategy. Now is a great time to:
- Review and update your job postings, employee handbooks, and wage policies.
- Ensure payroll systems are aligned with evolving requirements.
- Consult with your HR Consultant to confirm you’re compliant in every applicable state.
As always, reach out to your HRDelivered Consultant with any questions or to schedule a compliance review. We’re here to help ensure a smooth and proactive start to 2026.
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