This list is not all-inclusive. Please reach out if you would like a handbook/policy review to make sure you are compliant based on company size and location. Most of the below are effective 1/1/2024.
California:
- Salary exemption increases to $66,560 per year/$115,763.35 per year for Computer personnel.
- Minimum sick leave in CA is 40 hours/5 days (up from 24 hours/3 days) (some locations have greater requirements).
- Extends bereavement leave to include additional 5 days off following reproductive loss.
Colorado:
- Amends Colorado’s Equal Pay for Equal Work Act to require employers to post all job and promotional opportunities, with salary range, benefits, and information about the hiring process. It also extends the back pay recovery period from three to six years for employees who claim pay discrimination.
Illinois:
Paid Leave for All Workers Act
The Paid Leave for All Workers Act will mandate up to 40 hours of paid leave for any reason during a 12-month period. Workers in Illinois can begin using their time off on March 31, 2024, or 90 days after they begin their employment.
Chicago Paid Time Off
In addition to the Illinois law, the City of Chicago just recently passed the Chicago Paid Time Off ordinance which guarantees up to 40 hours of paid time off and 40 hours of paid sick time for all employees in Chicago. The paid time off may be used for any reason of the employee’s choosing, subject to the terms of the employer’s reasonable paid leave policy. The sick leave may be used for when the employee or employee’s family member is ill, injured or in need of care. The ordinance will go into effect on December 31, 2023.
Child Extended Bereavement Leave Act
In addition to Paid Leave for any reason, Illinois employees will also be provided unpaid, job-protected leave under the Child Extended Bereavement Leave Act (“CEBL”) should they experience the loss of a child by suicide or homicide. The CEBL will require employers who have 250 or more full-time employees to provide up to 12 weeks of leave per year, while employers who have 50 to 249 full-time employees will be required to provide up to six weeks of leave per year. Employers with fewer than 50 full-time employees are exempt from the CEBL.
Gender Violence Act
Illinois’ Gender Violence Act now extends protection to employees who experience gender violence in the workplace. Employees will be able to sue their employer if they experience gender-related violence committed by a co-worker or agent of their employer and the violence arises “out of an in the course of employment with the employer.”
Freelance Worker Protection Act
Effective July 1, 2024, the Freelance Worker Protection Act will require employers to pay freelance workers (defined as independent contractors who provide products/services worth at least $500) all compensation due under a contract within 30 days of completion of the contracted services. The FWPA will prohibit the hiring entity from conditioning timely payment on the freelance worker’s acceptance of less compensation once they have begun performing the contracted services.
Illinois Personnel Record Review Act
The Illinois Personnel Record Review Act (“PRRA”) has been amended to require employers to provide employees with copies of the personnel records via email or mail regardless of whether the employee can prove that they are unable to view the records in person. Employers may continue to charge the requesting employees a fee for making copies of the personnel records up to the actual cost of the copies. HB3733 also requires employers to distribute the mandatory notices under the Illinois Minimum Wage Law, Illinois Equal Pay Act, Illinois Wage Payment, and Collection Act, and Illinois Child Labor Law to employees via email, by posting to the employer’s website, or by posting materials on the employer’s intranet site.
Minnesota:
- Earned Sick and Safe Time (ESST) law requires employers to provide employees one hour of paid time off for every 30 hours worked up to a maximum of 48 hours each year when an employee is sick, to care for a sick family member, or to seek assistance if an employee or their family member has experienced domestic abuse.
New York:
- Salary exempt threshold increases to $1300 per week or $67,600 per year for certain positions. Effective March 13, 2024 (some locations have higher pay requirements)
Ohio:
- Prohibits employers with 15 or more employees from asking about or screening job applicants based on their current or prior wages, benefits, other compensation, or salary histories. Effective March 1, 2024.
Oregon:
- Extends civil rights, discrimination, and harassment workplace protections to participants in registered apprenticeship programs and certain private-sector on-the-job training programs.
- Expands eligibility for protected leave under the Oregon Family Leave Act (OFLA) to include bias crime victims.
- Defines “active service of the state” for purposes of the requirement that an employer grant a leave of absence during a period of active military service.
- Modifies employer child support reporting requirements to include payments made to independent contractors.
- Bars employers from retaliating or discriminating against employees who refuse to do work that would expose them to serious hazards, provided the employee acted “in good faith and with no reasonable alternative.”
Rhode Island:
- Increases the criminal penalty for employers involved in wage payment violations and employee misclassification.
Washington:
- Salary threshold for exempt employees is $67,724.80 per year.
