Update Applicable to:	Effective Date
All Employers in Rhode Island	January 1, 2026

What happened?

On July 1, 2025, the Rhode Island General Assembly passed amendments to the state’s Payment of Wages law to improve transparency between employers and employees regarding employment terms. H5679 became law without the Governor’s signature.

Overview:

What the Law Requires: Under the amended law (§28-14-12), employers must provide a written notice to all new employees at the start of employment. This notice must include:

1. Pay Details

• Rate(s) of pay and how pay is calculated (e.g., hourly, salary, commission).
  • Any additional rates or allowances (e.g., meals or lodging) – (§28-14-12(a)(1)-(2))

2. Leave and Work Policies: Policies on sick leave, vacation, personal leave, holidays, and work hours (§28-14-12(a)(3)).

3. Employment Classification: Whether the employee is exempt from minimum wage or overtime (§28-14-12(a)(4)).

4. Deductions: List of any deductions that may be taken from pay (§28-14-12(a)(5)).

5. Pay Schedule: Pay period length, regular payday, and date of first paycheck (§28-14-12(a)(6)).

6. Employer Information: Legal and operating name, physical and mailing address, and phone number (§28-14-12(a)(7)-(9)).

• Recordkeeping: Employers must keep a signed copy of the notice from each employee, confirming receipt. These records must be retained for at least three years (§28-14-12(b)).

• Penalties:

• $400 fine for the first or second violation.
• Higher penalties for repeated violations under §28-14-17(a) – (§28-14-12(c))

• Best Practice: Employers may choose to provide similar notices to existing employees as a best practice for transparency and consistency.

Source References

• Rhode Island HB 5679 – An Act Relating To Labor And Labor Relations – Payment Of Wages
• Rhode Island SB 70 Sub A – An Act Relating To Labor And Labor Relations – Payment Of Wages – Companion Bill

Resources

• Rhode Island Department of Labor – Labor Standards FAQ

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