Keeping up with employment law changes can feel like a full-time job!

This July, several states are implementing new workplace laws affecting paid leave, pay transparency, hiring practices, layoffs, retirement benefits, and workplace drug testing.

If your business has employees in multiple states, these updates should be on your compliance checklist.

California: Paid Family Leave Expansion (Effective July 1)

California has expanded its Paid Family Leave (PFL) program to allow eligible employees to take leave to care for a designated person, broadening the list of individuals for whom leave may be taken.

What employers should do:

• Update Paid Family Leave policies.
• Review leave request procedures.
• Train HR staff and managers on the expanded eligibility rules.

Vermont: Vermont Saves Retirement Program Expansion (Effective July 1)

Beginning July 1, employers with 5 to 14 employees that do not sponsor a qualified retirement plan must offer eligible employees access to the Vermont Saves retirement savings program.

Employer checklist:

Determine whether your organization is covered.

• Register with Vermont Saves if required.
• Provide required employee notices.

Virginia: New Pay Transparency Law (Effective July 1)

Virginia joins the growing list of states adopting pay transparency requirements.

Employers of all sizes generally may not:

• Ask applicants about their wage or salary history.
• Rely on salary history when making hiring or compensation decisions.

In addition, employers must include a good-faith wage or salary range in every public and internal posting for:

• Job openings
• Promotions
• Transfers
• Other employment opportunities

Recommended next steps:

• Remove salary history questions from employment applications.
• Update recruiter and hiring manager interview guides.
• Review every job posting template to ensure compensation ranges are included.

Washington: Fair Chance Act Changes (Effective July 1)

Washington has strengthened its Fair Chance Act protections.

Employers with 15 or more employees generally may not rescind a job offer because of an applicant's arrest record or juvenile conviction record. For adult convictions, employers must have a legitimate business reason before taking adverse employment action.

Beginning July 1, 2027, similar requirements will expand to employers with fewer than 15 employees.

Employer checklist:

• Review hiring and background screening procedures.
• Update adverse action practices.
• Train hiring managers on the revised requirements.

New Jersey: Family Leave Expansion (Effective July 17)

Amendments to the New Jersey Family Leave Act (NJFLA) may significantly expand employee eligibility by connecting Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) benefits with job-protected leave.

Employers should closely monitor state guidance and prepare for additional leave administration responsibilities.

Recommended action:

• Review leave policies.
• Coordinate leave administration procedures.
• Watch for additional implementation guidance.

Nebraska: New State WARN Law (Effective July 18)

Nebraska has enacted its own Worker Adjustment and Retraining Notification (WARN) Act.

Covered employers with 100 or more employees must provide at least 90 days' written notice before certain business closings or mass layoffs.

Notice must be provided to:

• Affected employees
• Union representatives, if applicable
• Nebraska Department of Labor

Employer checklist:

• Review reduction-in-force procedures.
• Ensure WARN compliance is part of workforce planning.
• Coordinate with legal counsel before implementing qualifying layoffs.

Maine: Drug Testing Law Revisions (Effective July 29)

Maine has revised its workplace drug testing law.

Employers may continue to conduct testing when permitted by law, including:

• Reasonable suspicion testing
• Criteria-based testing
• Random testing using neutral selection methods

However, arbitrary workplace drug testing is no longer permitted.

Recommended action:

• Review workplace drug testing policies.
• Train supervisors on reasonable suspicion standards.
• Ensure testing programs comply with the revised law.

Maine: New Pay Transparency Requirements (Effective July 29)

Employers with 10 or more employees must now:

• Include a pay range in all job postings unless the position is paid solely by commission.
• Provide employees with the pay range for their current position upon request.
• Maintain records of each employee's job title and pay history during employment and for three years after employment ends.

Employer checklist:

• Update job posting templates.
• Establish procedures for responding to employee requests.
• Review record retention practices.

July HR Compliance Checklist

As you prepare for these changes, consider completing the following:

✔ Review employee handbook policies.

✔ Update hiring and recruiting procedures.

✔ Audit job postings for pay transparency compliance.

✔ Review leave administration processes.

✔ Evaluate workplace drug testing policies.

✔ Train managers on new legal requirements.

✔ Confirm multi-state compliance if you have employees in multiple jurisdictions.

Need Help Navigating Multi-State HR Compliance?

Employment laws continue to change at a rapid pace, making it challenging for employers—especially those with employees in multiple states—to stay compliant.

At CNY HR Now, I help businesses simplify HR compliance through:

• Employee handbook reviews and updates
• Multi-state employment law compliance
• Leave of absence administration
• HR consulting and compliance guidance
• Fractional HR support for growing businesses

Whether you need help updating your handbook, reviewing your hiring practices, or navigating a complex leave issue, I'm here to help.

Want to stay ahead of future compliance changes? Visit the Compliance Calendar on the CNY HR Now website for upcoming federal and state employment law deadlines and HR compliance reminders.