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Federal and State Reminders

30 May

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StateOriginal Update LinkEffective Date
FederalNew HIPAA Rule: Preparing Policy and Compliance UpdatesJune 25, 2025
AlaskaAlaska Measure No. 1 Passes: New Paid Sick LeaveJuly 1, 2025
Alaska Measure No. 1 Passes: Ban on Captive Audience MeetingsJuly 1, 2025
Alaska Measure No. 1 Passes: Minimum Wage Changes ComingJuly 1, 2025
CaliforniaLos Angeles County Fair Workweek Ordinance for Unincorporated Areas PassesJuly 1, 2025
Los Angeles, California: Olympic Wage Ordinance EnactedJuly 1, 2025
Cal/OSHA Updates Fire Cleanup GuidelinesJuly 1, 2025
ColoradoReminder Colorado: The Colorado Privacy Act (CPA) Rules Effective in 2025July 1, 2025
Colorado AG Gives Boosters to The Colorado Privacy Act (CPA) RulesJuly 1, 2025
IllinoisChicago Paid Sick Leave and Paid Sick and Safe Leave Law Delayed to JulyJuly 1, 2025
Reminder Illinois: Chicago Employers to Pay Full PLFAR Starting July 1, 2025July 1, 2025
Illinois Enacts the Dignity in Pay ActJuly 1, 2025
MarylandMaryland Family and Medical Leave Program Amended and Coming SoonerJuly 1, 2025
MassachusettsMassachusetts Enacts Pay Transparency and Data ReportingJuly 31, 2025
New JerseyNew Jersey to Require Pay TransparencyJune 1, 2025
New YorkReminder New York: NYC Requires Lactation Room Policies to be PostedMay 8, 2025
New York Covid Sick Leave to Sunset on July 31, 2025July 31, 2025
TennesseeTennessee Passes Comprehensive Consumer Privacy LegislationJuly 1, 2025
Reminder: The Tennessee Information Protection Act (TIPA) Effective July 1, 2025July 1, 2025
VermontVermont to Join Pay Transparency ClubJuly 1, 2025
Washington DCFebruary 2023: DC Delays Tip Credit Phase-OutJuly 1, 2025

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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