---
title: HR Compliance Calendar
description: Discover key dates, deadlines, and reminders.
---

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## HR Newsletter

Summer 2024 Edition

Posted on: July 17, 2024                                                                                                  

# Minimum Wages & Compliance Changes

![July 2024 Desk Calendar with wooden pencil](https://sbshrs.adpinfo.com/hs-fs/hubfs/Newsletter_Home_Images_Compliance%20Calendar%20Summer%202024.png?width=1200&height=628&name=Newsletter_Home_Images_Compliance%20Calendar%20Summer%202024.png "July 2024 Desk Calendar with wooden pencil")

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

| TABLE OF CONTENTS Minimum wage increases State and district minimum wage increases Local minimum wage increases   Compliance updates            Federal updates State, district and local updates California Colorado Connecticut District of Columbia Delaware Florida Illinois Louisiana Maryland Minnesota New Jersey New Hampshire New York Oregon Pennsylvania South Carolina Utah Vermont Virginia Washington |
| --- |

| ## Minimum 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 and district minimum wage increases

### July 1, 2024

This table lists July 1, 2024 minimum wage increases for applicable states and the District of Columbia, it does not include minimum wage increases set on a different schedule.

| ### **Location** | ### **Hourly minimum wage rate as of July 1, 2024** |
| --- | --- |
| #### **District of Columbia** | $17.50 |
| #### **Nevada** | $12.00 |
| #### **Oregon**\* | $13.70, $14.70, or $15.95  (depending on region) |

### Oregon\*

The minimum wage that employers in Oregon must pay nonexempt employees differs based on the employer's location:

| ### **Location** | ### **Hourly minimum wage rate as of July 1, 2024** |
| --- | --- |
| ###### **Non-urban counties:** Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klamath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa and Wheeler | $13.70 |
| General: Employers that aren't  in a non-urban county (see above) and are not in the metropolitan Portland urban growth boundary (see below) | $14.70 |
| ###### **Portland metro:** Employers that are within the [metropolitan Portland urban growth boundary](https://www.oregonmetro.gov/urban-growth-boundary) | $15.95 |

### September 30, 2024

#### *Florida*

The minimum wage increases to $13.00 per hour.

### October 15, 2024

#### *California*

The minimum wage for health care workers in California has been delayed from July 1, 2024 to at least October 15, 2024.  It may be pushed back further if certain economic conditions aren’t met during the preceding quarter.

## **Local minimum wage increases**

### May 1, 2024

#### *Bellingham, Washington*

The minimum wage increased to $17.28 per hour.

### **July 1, 2024**

Numerous cities and counties increased their minimum wage effective July 1, 2024. Some local jurisdictions adjust their minimum wages annually for inflation each July, but they haven't announced their 2024 rates yet.

 This is not an exhaustive list. There may be additional local jurisdictions that have scheduled increases for July 1. Check your local laws to confirm compliance.

| ### Local jurisdiction | ### **Hourly minimum wage rate** ### **as of July 1, 2024** |
| --- | --- |
| Alameda City, CA | $17.00 |
| Berkeley, CA | $18.67 |
| Emeryville, CA | $19.36 |
| Fremont, CA | $17.30 |
| Long Beach (Hotel Workers) | $23.00 |
| Long Beach (Concessionaire Workers) | $17.97 |
| Los Angeles (City), CA | $17.28 |
| Los Angeles (City) Hotel Workers | $20.32 |
| Los Angeles County (Unincorporated Areas Only) | $17.27 |
| Malibu, CA | $17.27 |
| Milpitas, CA | $17.70 |
| Pasadena, CA | $17.50 |
| San Francisco, CA | $18.67 |
| Santa Monica, CA | $17.27 |
| Cook County, IL | $14.05 |
| Chicago, IL (4 or more EEs) | $16.20 |
| Montgomery County, MD (51 or more EEs) | $17.15 |
| Montgomery County, MD (11 to 50 EEs) | $15.50 |
| Minneapolis, MN (100 or fewer EEs) | $15.57 |
| St. Paul, MN (101 to 10,000 EEs) | $15.57 |
| St. Paul, MN (Six to 100 EEs) | $14.00 |
| St. Paul, MN (Five or fewer EEs) | $12.25 |
| Renton, WA (501 or more EEs worldwide) | $20.29 |
| Renton, WA (15 to 500 EEs worldwide or fewer than 15 EEs with more than $2 million in gross revenue) | $18.29 |
| Tukwila, WA (15 to 500 EEs worldwide or fewer than 15 EEs with more than $2 million in gross revenue) | $19.29 |

 

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| ## Compliance updates |
| --- |

## Federal updates

### *2024*

DOL releases industry-specific guidance on expanded protections for nursing employees. The U.S. Department of Labor has begun releasing industry-specific guidance that covers the agriculture, retail and restaurant, healthcare, education, and transportation industries and consists of a prerecorded presentation and answers to frequently asked questions.

### *May 31, 2024*

OSHA clarifies rights to employee representation during inspections. The U.S. Occupational Safety and Health Administration has published a final rule that clarifies an employee's rights during an inspection of their workplace. 

### *June 18, 2024*

EEOC releases final rule on Pregnant Workers Fairness Act. The U.S. Equal Employment Opportunity Commission has issued a final rule that implements the federal Pregnant Workers Fairness Act.

### *July 1, 2024*

Federal minimum salary requirements for exemption increase. The [minimum salary required for the federal executive, administrative and professional exemptions from overtime](https://www.adp.com/spark/articles/2024/04/dol-releases-final-overtime-exemptions-rule.aspx) increases to $844 per week (equivalent to $43,888 per year).  The minimum total compensation requirement for the exemption for highly compensated employees increases to $132,964 per year, including at least $844 per week that must be paid on a salary or fee basis. 

This final rule has begun to face legal challenges, but it still went into effect on July 1, 2024. Late on June 28, 2024, a federal judge temporarily blocked the  final rule but only for government employees working for the state of Texas. For all other employers, the final rule took effect as scheduled on July 1, 2024. 

## State, district and local updates

| ### California ![California icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/CA%20outline.png?width=70&height=118&name=CA%20outline.png) | ### *May 8, 2024* California updates guidance & resources for pay data reporting,  and opens  pay data portal. The California Civil Rights Division has released updated frequently asked questions, templates, and a user guide for the 2023 pay data reporting period for employers with 100 or more employees.  ### *July 1, 2024* California requires workplace violence prevention plan. California requires employers to have a written workplace violence prevention plan that contains certain elements. The California Division of Occupational Safety and Health has released a fact sheet and model plan to help employers comply with the requirement. |
| --- | --- |
| ### Colorado ![Colorado icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/CO%20outline.png?width=102&height=79&name=CO%20outline.png) | ### *July 1, 2024* Colorado prohibits age-related inquiries. Colorado expressly prohibits employers from making age-related inquiries on an initial employment application. |
| ### Connecticut ### ![Connecticut icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States/CT%20icon.png?width=71&height=70&name=CT%20icon.png) | ### *June 30, 2024* Connecticut’s voting leave requirement ends. The state’s voting leave law expired on June 30, 2024. #### *October 1, 2024* Connecticut amends paid family and medical leave law. The amendments clarify registration and reporting requirements and expand benefits. |
| ### District of Columbia ![DC icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States/DC%20Outline-1.png?width=80&height=89&name=DC%20Outline-1.png) | ### *June 30, 2024* The District of Columbia to require that job listings disclose pay information. The District of Columbia requires employers to disclose in job listings the projected minimum and maximum hourly rate or salary for the position. ### *July 1, 2024* The District of Columbia continues phase out of tipped credit. The District of Columbia continues to phase out the tipped credit by increasing the required cash wage that tipped employees must be paid until the cash wage meets parity with its minimum wage. The minimum cash wage of tipped employees is $10.00 per hour. |
| ### Delaware ![DE outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/DE%20outline.png?width=52&height=77&name=DE%20outline.png) | ### *September 1, 2024* Delaware opens Delaware Paid Leave enrollment. Opt-In/Opt-Out will be opened for employers who wish to use a private plan to opt-out and for small groups to opt-in to Delaware Paid Leave. |
| ### Florida ![FL Outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/FL%20Outline.png?width=105&height=91&name=FL%20Outline.png) | ### *July 1, 2024* Florida amends hours-of-work restrictions on certain minors. Florida allows teenagers to work more hours under state law. |
| ### Illinois ### ![Illinois icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States/IL%20outline.png?width=70&height=120&name=IL%20outline.png) | ### *April 30, 2024* Illinois releases regulations on paid leave law. The Illinois Department of Labor has released regulations that implement a paid leave law that went into effect January 1, 2024. ### *July 1, 2024* Chicago adopts new paid leave ordinance. Chicago requires employers to provide paid sick leave and paid leave that employees can use for any reason. Chicago has also issued a final rule that defines and clarifies aspects of the changes. Chicago increases minimum wage for tipped employees. The minimum cash wage for tipped workers increases to $11.02 per hour for employers with 4 or more workers. If a tipped worker’s wages plus tips don’t equal at least the full minimum wage, the employer must make up the difference. |
| ### Maryland ![MD outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/MD%20outline.png?width=99&height=48&name=MD%20outline.png) | ### *July 1, 2024* Anne Arundel County, Maryland, enacts ordinance prohibiting discrimination. Anne Arundel County, Maryland prohibits employers from taking adverse action, failing to make certain reasonable accommodations, engaging in harassment, or discriminating against those that refuse to submit to a genetic test, on the basis of an applicant’s or employee’s protected class. |
| ### Louisiana ![LA outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/LA%20outline.png?width=94&height=81&name=LA%20outline.png) | ### *August 1, 2024* Louisiana amends final pay rules. Louisiana has addressed final pay rules when an employee’s compensation includes commission, incentive pay, or a bonus. |
| ### Minnesota ![MN Outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/MN%20Outline.png?width=89&height=101&name=MN%20Outline.png) | ### *July 1, 2024* Minnesota expands employees' access to their personnel records.  Minnesota has expanded rights under a state law entitling employees to access their own personnel records. Minnesota expands jury service protections. Minnesota now requires employers to release an employee from the employee's regular work schedule to attend court for prospective jury service. Minnesota amends paid sick leave law. Minnesota amended various areas of a paid sick leave law, including covered employees, wage statements, pay during sick leave, use of leave, documentation and increments of leave. Minnesota amends laws on misclassification. Minnesota has amended state laws governing the misclassification of employees as independent contractors, including adopting further restrictions and larger penalties for misclassification.  ### *August 1, 2024* Minnesota enacts law impacting minimum wage.  The minimum wage is required to be adjusted annually by the lesser of the inflation-based percentage or 5% (currently 2.5%) by September 30 of each year. Minnesota adds recordkeeping requirements. Minnesota will require employers to keep a record of earnings statements for each employee, for each pay period and for three years in the premises where an employee works. Minnesota clarifies unpaid pregnancy and parenting leave. Minnesota has clarified that the 12-week entitlement to unpaid pregnancy and parenting leave may not be reduced by any paid or unpaid leave taken for prenatal care and medical appointments. Minnesota enacts law impacting tips and gratuities. Under Minnesota law, the full amount of tips received by an employee through a debit or credit card must be credited to the pay period in which the tips were received. Minnesota amends nondiscrimination law. Minnesota has amended the definitions of "disability" and "familial status" under the law. |
| ### New Jersey ![NJ Outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/NJ%20Outline.png?width=45&height=96&name=NJ%20Outline.png) | ### *May 14, 2024* New Jersey’s Law Against Discrimination (NJLAD) protects certain out-of-state workers. The NJLAD extends to employees that work for New Jersey-based employers and live and work (full-time or part-time) outside of New Jersey. |
| ### New Hampshire ### ![NH Outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/NH%20Outline.png?width=47&height=95&name=NH%20Outline.png) | ### *August 13, 2024* New Hampshire adds unpaid time off for firefighters and emergency medical technicians (EMTs). New Hampshire adds unpaid time off for firefighters and EMTs and prohibits employers from retaliating against them for responding to certain emergencies. |
| ### New York ### ![New York icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/NY%20Outline.png?width=111&height=88&name=NY%20Outline.png) | ### *May 20, 2024* New York requires written agreements for freelancers. The Freelance Isn't Free Act requires businesses in New York state to enter into written agreements with a freelancer (independent contractor).  ### *June 19, 2024* New York adds paid protections to express milk. The New York Fiscal Year 2025 budget amends Labor Law § 206-c to provide eligible employees with an additional 30 minutes of paid break time to express breast milk for their nursing child. ### *July 1, 2024* New York City requires “Know Your Rights at Work” poster. New York City has released a “Know Your Rights at Work” poster, which NYC employers must begin distributing to employees by July 1, 2024. The City has also published its “Workers’ Bill of Rights” website. |
| ### Oregon ![OR Outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States/OR%20Outline.png?width=102&height=86&name=OR%20Outline.png) | ### *July 1, 2024* Oregon aligns state family leave act and paid leave laws. Oregon has enacted legislation that helps align the Oregon Family Leave Act to Paid Leave Oregon.  Oregon expands reasons for safe leave. Oregon has expanded its anti-stalking laws and adds covered reasons for employees to use safe leave. |
| ### Pennsylvania ![PA outline 3](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States/PA%20outline%203.png?width=133&height=87&name=PA%20outline%203.png) | ### *June 1, 2024* Lehigh County, Pennsylvania, adds employee protections. Lehigh County has added nondiscrimination, salary history and criminal record protections. |
| ### South Carolina ### ![South Carolina icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/SC_outline-1.png?width=56&height=43&name=SC_outline-1.png) | ### *April 30, 2024* South Carolina adds wage reporting and unemployment response requirements.South Carolina has enacted legislation that requires employers to respond to requests for unemployment benefits information beginning March 1, 2024, and to file quarterly wage reports by April 30, 2024. |
| ### Utah ![UT outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States/UT%20outline.png?width=90&height=110&name=UT%20outline.png) | ### *May 1, 2024* Utah broadens employee religious protections in the workplace. Utah prohibits employers from making employees engage in religiously objectionable expression (expression that offends or burdens a sincerely held religious belief). |
| ### Vermont ![VT Outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/VT%20Outline.png?width=54&height=98&name=VT%20Outline.png) | ### *July 1, 2024* Vermont bans hairstyle discrimination.Vermont has enacted legislation that expressly prohibits employers from discriminating against individuals on the basis of traits associated with race, including hair texture and hairstyles. Vermont enacts new child care payroll tax. Vermont has created a new payroll tax to fund its Child Assistance Program, which subsidizes child care costs for certain families. |
| ### Virginia ![VA outline](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/VA%20outline.png?width=89&height=51&name=VA%20outline.png) | ### *July 1, 2024* Virginia protects ethnic origins. Virginia has added ethnic origin as a protected characteristic under the Virginia Human Rights Act.  Virginia to create veterans benefits and services poster. The Virginia Department of Labor will create a voluntary veterans benefits and services poster. |
| ### Washington ![Washington state icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/WA%20Outline.png?width=102&height=75&name=WA%20Outline.png) | ### *June 6, 2024* Washington prohibits employer-mandated religious and political meetings. Washington protects employees who refuse to attend employer meetings or listen to (or view) employer communications because the meetings or communications involve political or religious matters. |

---

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