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The New York “Trapped at Work Act” prohibits employers from requiring an “employment promissory note” as a condition of employment — defined broadly to include any agreement that requires payment to the employer for leaving before a stated time. On February 13, 2026, Governor Hochul signed the chapter amendment to the law, delaying the effective date by […]
On February 22, 2026, the amended New York City Earned Safe and Sick Time Act (ESSTA) went into effect. Amendments to the related, but separate, New York City Temporary Schedule Changes Law (TSCL) also went into effect on February 22. Highlights of the amendments include: (a) a new 32-hour unpaid safe and sick time requirement that is […]
California’s AB 692, officially in effect as of January 1, 2026, restricts employers from including in an employment contract, or require as a condition of employment, any provision that requires that a worker repay a debt when they terminate employment. The law largely prohibits repayment of costs associated with sponsoring immigrant and non-immigrant visas and permanent resident status. With […]
The Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take up to 12 work weeks of unpaid, job-protected leave during a 12-month period for, among other reasons, the treatment of the employee’s own serious health condition or to care for a parent, child, or spouse with a serious health condition. Leave may […]
On January 12, 2026, US Citizenship and Immigration Services (USCIS) published a final rule that will increase fees associated with its Premium Processing Service. The increased fees will take effect on March 1, 2026, and are based on inflation measured from June 2023 through June 2025. The premium processing fee for Form I-129 nonimmigrant worker […]
Beginning with the 2026 tax year, employers will be required to separately report qualified tips and qualified overtime compensation on Form W-2. Although the IRS provided penalty relief for 2025 and did not require revised forms for that year, this transition period ends in 2026. Employers should be prepared to update payroll, timekeeping, and HR […]
Workforce-related reporting obligations to federal and state governments extend beyond the Employer Information Report (EEO-1 Report) and include emerging state-specific workforce and pay data reporting requirements. Coverage thresholds, information disclosure requirements and deadlines vary by jurisdiction, making compliance more complex, particularly for multistate employers. Here is an overview of key federal workforce reporting requirements as well as […]
Major changes to the New Jersey Family Leave Act (NJFLA) will take effect on July 17, 2026. First, the amended law reduces the threshold to 15 or more employees. When counting employees, you must include all employees, including those employed in and outside New Jersey. Second, to be eligible for NJFLA leave, employees need only be […]
Unless exempt, California employers must post their annual summary of work-related injuries and illnesses in a visible and easily accessible location at each worksite from February 1 through April 30, 2026. Employers must use Cal/OSHA Form 300A for this posting. Cal/OSHA provides guidance on how to properly complete both the Log of Work-Related Injuries and […]
The Internal Revenue Service (IRS) has announced that it extended the grace period for states and employers to report tax information about benefits paid through a state’s paid family and medical leave program. For 2026, states and employers will not have to comply with tax and income reporting obligations related to those benefits. The grace […]