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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 […]
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 […]
California law already provides current or past employees (or their representative) the right to inspect and receive a copy of personnel records relating to their job performance or any grievances, if their employer maintains them. Effective January 1, 2026, the new requirement expands the state labor code’s definition of “personnel records” to include education and […]
Many states and localities are set to increase their minimum wages on January 1, 2026. In California, Colorado, Maine, New York and Washington, the minimum salary required to be classified as exempt from overtime is tied to the minimum wage or is otherwise adjusted annually with the minimum wage and therefore will also increase on […]
California Governor Gavin Newsom has signed many bills passed in the 2025 legislative session into law that affect employers’ compliance obligations regarding pay transparency, workplace notices, pay data reporting, paid family leave, tip theft, and more. At the same time, the governor vetoed some notable bills. These articles list key labor and employment bills either signed into law […]
Starting January 1, 2026, California’s minimum wage rate will rise from $16.50 to $16.90 per hour, reflecting a 2.49 percent adjustment based on federal inflation data as required by the state’s annual inflation-based adjustment process. The new state minimum wage will apply to all private employers statewide, without exception for business size. The increase in […]
California employees who are victims of qualifying acts of violence or whose family members are victims of qualifying acts of violence may take unpaid time off for related reasons. On July 1, 2025, the California Civil Rights Department (CRD) published a “Survivors of Violence and Family Members of Victims Right to Leave and Accommodations” notice. […]
California and federal laws require lactation accommodations for breastfeeding employees, but California’s lactation accommodation laws are among the most comprehensive in the US. Under California Labor Code Sections 1030-1034, employers are required to provide, among other things, reasonable break time, private space, access to electricity, and refrigerator. Jackson Lewis:Basics of Lactation Accommodation in the Golden […]
Current and former employees have the right to inspect their personnel files, and employers must provide a copy of the personnel records upon written request within 30 calendar days from the date the employer received the request. Also, employers must retain former employees’ personnel files for a minimum of three years following the individual’s separation from the […]