HR Compliance Calendar

Below is a summary of wage increases and compliance requirements that took effect recently or will take effect soon.

Compliance updates

State and local updates

California
Colorado
Connecticut
Delaware
Illinois
Maine
Massachusetts

Minnesota
Missouri
Montana
Nebraska
Nevada
New Hampshire

New Jersey
Oregon
Pennsylvania
Rhode Island
Texas
Washington

Minimum hourly wage increases

The minimum wages and effective dates below are not exhaustive. There may be additional state and local jurisdictions that have scheduled increases or additional employees (EEs) that are impacted.

Check the government sites that apply to your jurisdiction over the upcoming months to help ensure compliance with changing minimum wage rates and their effective dates.

State minimum hourly wage increases
SEPTEMBER 30, 2025
FLORIDA	$14.00
JANUARY 1, 2026
ARIZONA	$15.15
CALIFORNIA	$16.90
COLORADO	$15.16
CONNECTICUT	$16.94
HAWAII	$16.00
MAINE	$15.10
MICHIGAN	$13.73
MINNESOTA	$11.41
MISSOURI	$15.00
MONTANA	$10.85
NEBRASKA	$15.00
NEW JERSEY	$15.92 $15.23 (seasonal employers and employers with fewer than six employees)
NEW YORK	$17.00 (New York City, Long Island and Westchester County) $16.00 (rest of the state)
OHIO	$11.00
RHODE ISLAND	$16.00
SOUTH DAKOTA	$11.85
VERMONT	$14.42
VIRGINIA	$12.77
WASHINGTON	$17.13

Local hourly wage increases
JANUARY 1, 2026
FLAGSTAFF, ARIZONA	$18.35
TUCSON, ARIZONA	TBD
BELMONT, CALIFORNIA	$18.95
BURLINGAME, CALIFORNIA	$17.86
CUPERTINO, CALIFORNIA	TBD
DALY CITY, CALIFORNIA	TBD
EAST PALO ALTO, CALIFORNIA	$17.90
EL CERRITO, CALIFORNIA	$18.82
FOSTER CITY, CALIFORNIA	TBD
HALF MOON BAY, CALIFORNIA	TBD
HAYWARD, CALIFORNIA	TBD (26 or more employees)
HAYWARD, CALIFORNIA	TBD (25 or less employees)
LOS ALTOS, CALIFORNIA	$18.70
MENLO PARK, CALIFORNIA	TBD
MOUNTAIN VIEW, CALIFORNIA	TBD
NOVATO, CALIFORNIA	TBD (100 or more employees)
	TBD (26 to 99 employees)
	TBD (25 or fewer employees)
OAKLAND, CALIFORNIA	TBD
	TBD (Hotel workers with health benefits)
	TBD (Hotel workers without health benefits)
PALO ALTO, CALIFORNIA	$18.70
PETALUMA, CALIFORNIA	TBD
REDWOOD CITY, CALIFORNIA	TBD
RICHMOND, CALIFORNIA	$19.18 (Employer pays less than $1.50 per hour toward medical benefits)
RICHMOND, CALIFORNIA	$17.68 (Employer pays at least $1.50 per hour toward medical benefits)
SAN CARLOS, CALIFORNIA	$17.75
SAN DIEGO, CALIFORNIA	$17.75
SAN JOSE, CALIFORNIA	$18.45
SAN MATEO, CALIFORNIA	$18.60
SAN MATEO COUNTY, CALIFORNIA (unincorporated areas only)	$17.95
SANTA CLARA, CALIFORNIA	$18.70
SANTA ROSA, CALIFORNIA	TBD
SONOMA, CALIFORNIA	TBD (26 or more employees)
SONOMA, CALIFORNIA	TBD (25 or fewer employees)
SOUTH SAN FRANCISCO, CALIFORNIA	TBD
SUNNYVALE, CALIFORNIA	TBD
WEST HOLLYWOOD, CALIFORNIA (non-hotel employees)	$20.25
BOULDER COUNTY, COLORADO (unincorporated areas only)	$17.99
BOULDER CITY, COLORADO	$16.82
DENVER, COLORADO	$19.29
EDGEWATER, COLORADO	$18.17
PORTLAND, MAINE	TBD
ROCKLAND, MAINE	TBD
HOWARD COUNTY, MARYLAND	$15.50 (fewer than 15 employees)
MINNEAPOLIS, MINNESOTA	$16.37
ST. PAUL, MINNESOTA	$16.37 (101 or more employees)
LAS CRUCES, NEW MEXICO	$13.01
BELLINGHAM, WASHINGTON	$19.13
KING COUNTY, WASHINGTON (unincorporated areas only)	$19.82 (16-499 employees)
	$19.82 (15 or fewer employees and annual gross revenue of $2 million or greater)
	$18.32 (15 or fewer employees and an annual gross revenue of less than $2 million)
RENTON, WASHINGTON	TBD (15 to 500 employees worldwide)
RENTON, WASHINGTON	TBD (1-14 employees with over $2 million in annual gross revenue in Renton)
SEATTLE, WASHINGTON	$21.30
SEATAC, WASHINGTON	TBD (Hospitality and transportation employees)
TUKWILA, WASHINGTON	$21.65

Return to the top

Compliance updates

The compliance updates and their effective dates below are not exhaustive. There may be other state and local jurisdictions that have additional laws and regulations. Check the government sites that apply to your jurisdiction over the upcoming months to help ensure compliance with changing laws.

		Federal updates
		UNITED STATES	JULY 4, 2025 H.R. 1, "The One Big Beautiful Bill Act," enacted. H.R. 1 includes several significant changes that are relevant to employers for payroll, employment tax and employee benefits purposes, with some key provisions effective retroactively as of January 1, 2025. The Department of the Treasury and the IRS are expected to issue guidance to clarify how certain provisions will be implemented.
		State and local updates
		CALIFORNIA	JANUARY 1, 2026 California revises definition of 'pay scale' for disclosure requirement. California has enacted legislation that revises the definition of “pay scale” under the state’s requirement to disclose compensation information to applicants and employees. California expands CalWARN requirement. California will require CalWARN Act notices to indicate whether the employer plans to coordinate services through the local workforce development board, through a different entity, or not at all.
		COLORADO	AUGUST 6, 2025 Colorado amends rules on deductions. Colorado prohibits a payroll deduction that would reduce a non-exempt employee’s pay below the applicable minimum wage. Colorado broadens nonretaliation protections. Colorado adds protections to workers who take certain actions related to wages, hours or the employment of minors. JANUARY 1, 2026 Colorado amends paid family leave program. Colorado will extend the maximum duration of paid family and medical leave for a parent with a child receiving inpatient care in a neonatal intensive care unit.
		CONNECTICUT	JANUARY 1, 2026 Connecticut expands paid sick leave law. Employers with 11 or more employees must provide paid sick leave to employees.
		DELAWARE	JULY 23, 2025 Delaware expands anti-bias law. Delaware adds military status to the list of protected characteristics under state law. JANUARY 1, 2026 Important date approaching for Delaware's Paid Family and Medical Leave Insurance program. Employees may begin to use parental, family caregiver, medical or military family leave. Employees may also submit claim applications for payment on January 1, 2026. The state has also issued regulations and guidance on its paid family leave program.
		ILLINOIS	AUGUST 1, 2025 Illinois adopts new military leave requirement. Illinois requires employers with more than 50 employees to provide paid leave to employees to serve on funeral honors details. JANUARY 1, 2026 Illinois establishes guardrails against discrimination from AI. Illinois will expressly prohibit discrimination by employers that deploy AI to help make employment decisions. Illinois clarifies pay rules for breaks for nursing mothers. Illinois employers will be required to pay employees at their regular rate of pay during breaks taken under the state’s Nursing Mothers in the Workplace Act. Illinois amends blood and organ donation leave law. Part-time employees will be entitled to paid organ donation leave under the Illinois Employee Blood and Organ Donation Leave Act.
		MAINE	SEPTEMBER 24, 2025 Maine adopts pay requirement for reporting to work. Maine employers must pay employees for a certain amount of hours if they are asked to report to work and are sent home early. Maine clarifies carryover under paid leave law. Maine increased the number of hours of leave an employee must be able to accumulate year-over-year and has clarified the rules for carrying over unused leave under the state’s paid leave law. Maine increases minimum salary threshold for overtime exemption. The minimum salary threshold for overtime will increase to $871.16 per week ($45,300.32 annually).
		MASSACHUSETTS	OCTOBER 29, 2025 Massachusetts pay transparency and pay data reporting requirements take effect. Employers with 25 or more employees in the Commonwealth must disclose wage ranges in job postings for a specific employment position and provide this information to applicants and current employees upon request.
		MINNESOTA	JANUARY 1, 2026 Minnesota expands break and meal period requirements. Minnesota expands rest break and meal period requirements and increases penalties for employers that are found to have violated the law. Minnesota clarifies and amends paid sick leave law. A Minnesota employer may advance an employee's paid sick leave based on the number of hours the employer anticipates the employee will work for the remainder of the accrual year. Minnesota establishes paid family and medical leave program. Effective January 1, 2026, contributions to the program and wage benefits begin. Additionally, Minnesota employees may begin using paid family and medical leave.
		MISSOURI	AUGUST 28, 2025 Missouri repeals paid sick leave law. Missouri's House Bill 567 eliminated the paid sick leave requirements in Proposition A .
		MONTANA	OCTOBER 1, 2025 Montana adds protections for volunteer emergency service providers. Montana added employment protections for certain volunteer emergency service providers and increased communication requirements.
		NEBRASKA	OCTOBER 1, 2025 Nebraska requires paid sick leave. Nebraska employers with 11 or more employees must provide paid sick leave to employees.
		NEVADA	OCTOBER 1, 2025 Nevada strengthens child labor protections. Nevada has restricted the working hours of minors, among other things. Nevada requires civil air patrol leave. Nevada employers must provide unpaid leave to volunteer members of the Nevada Wing of the Civil Air Patrol for training or emergency missions.
		NEW HAMPSHIRE	JANUARY 1, 2026 New Hampshire requires childbirth-related leave. New Hampshire will require certain employers to provide unpaid leave for medical appointments related to childbirth or adoption.
		NEW JERSEY	DECEMBER 2, 2025 New Jersey clarifies mandatory meetings ban for political and religious matters. New Jersey will expand prohibitions on employers requiring employees to attend meetings or listen to communications related to political or religious matters.
		OREGON	SEPTEMBER 28, 2025 Oregon clarifies hiring protections related to ages. Oregon has clarified age-related nondiscrimination requirements related to interviews and conditional offers of employment. JANUARY 1, 2026 Oregon enacts employee overpayment legislation. Oregon has provided specific guidance to employers regarding the collection of wage overpayments from employees. Oregon expands paid sick leave to include blood donation. Oregon has expanded the reasons an employee may take paid sick leave. Oregon enacts new hire notice requirements. Oregon employers will be required to provide, at the time of hire, a written explanation of certain earnings and deductions on itemized pay statements.
		PENNSYLVNIA	JANUARY 1, 2026 Pittsburgh expands paid sick leave requirements. The city of Pittsburgh has expanded requirements under its paid sick leave, impacting areas such as accrual, use and carryover. JANUARY 6, 2026 Philadelphia expands employer background screening requirements. The City of Philadelphia has passed an ordinance that clarifies and amends provisions under the Fair Criminal Record Screening Standards Ordinance.
		RHODE ISLAND	JANUARY 1, 2026 Rhode Island adds new hire notice requirement. Rhode Island employers will be required to provide all new hire employees a written notice, in English, with certain wage information. Rhode Island adds protections for certain donors. Rhode Island adds employment protections for bone marrow transplant and living organ donors. Rhode Island expands family leave. The amount of leave employees are entitled to under the Rhode Island Temporary Caregiver Insurance law will increase to eight weeks. Rhode Island expands Temporary Caregiver and Disability Insurance benefits. Rhode Island has enacted legislation that expands the definition of a covered family member under the Temporary Caregiver Insurance leave law and increases the taxable wage base for Temporary Disability Insurance.
		TEXAS	SEPTEMBER 1, 2025 Texas adds rules for delivery network companies. Texas has added certain requirements for delivery network companies. Texas requires human trafficking prevention training for medical workers. Texas requires first responders and medical assistants to receive human trafficking prevention training. Texas prohibits nondisclosure and confidentiality agreements for claims of sexual assault. Nondisclosure and confidentiality provisions of certain agreements that prohibit an individual from disclosing an act of sexual abuse (or certain related facts) are void and unenforceable. Texas adds nurse staffing protections. Texas has added certain protections related to nurse staffing in hospitals. JANUARY 1, 2026 Texas adds law governing AI use. Texas has enacted legislation which, among other things, prohibits the development or deployment of an artificial intelligence system with the intent to unlawfully discriminate against a protected class.
		WASHINGTON	JANUARY 1, 2026 Washington expands paid family leave act. The state has expanded a handful of protections under the Washington Paid Family Leave Act. Washington increases safety standards for isolated employees. Certain Washington employers will have additional workplace safety requirements for isolated employees. Washington adds leave for victims of a hate crime. The state will require employers to provide safety accommodations and unpaid leave when an employee or their family member is a victim of a hate crime. Washington state modifies hospital workers meal and rest break requirements. Washington will require modified meal and rest break requirements for hospital workers.