As federal regulators, states and cities continue to pass new workplace regulations through the calendar year, we summarize each state’s notable labor and employment law updates.
Effective June 19, 2024, New York employers will be required to provide up to 30 minutes of paid lactation breaks to employees each time an employee has a reasonable need to express breast milk at work.
The Pregnant Workers Fairness Act adopts the concepts of reasonable accommodation, the interactive process, and undue hardship that we all are familiar with under the ADA, but there are some key differences between the PWFA and the ADA.
A Chicago agency recently posted updates to its website regarding minimum wage obligations, paid leave and paid sick and safe leave, new fair work week thresholds, and updated required labor notices.
In recent years, Minnesota has enacted sweeping legislation impacting Minnesota employers at a break-neck pace. As the most recent legislative session came to a close, another set of new and supplemental laws was passed and quickly signed by Gov. Walz.
As the 2024 election approaches, protests continue across the country, and employees increasingly engage in discourse on important national and international political topics, employers can expect that political speech and activity will occur at work.
A new law will significantly expand Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid sick leave no later than January 1, 2027.
On May 8, 2024, the Oregon Bureau of Labor and Industries issued temporary and proposed rules to help employers navigate paid leave changes in the state.
Littler’s 12th Annual Employer Survey explores how U.S. businesses are responding to change and uncertainty across several key workplace issues, while bracing for increased regulatory enforcement and a rise in employment-related litigation.
