California’s Minimum Wage Rate to Increase on Jan. 1, 2027 – On July 31, 2026, the California Department of Finance (the Department) announced that the state’s hourly minimum wage will increase to $17.40 per hour on Jan. 1, 2027. The new rate will apply to all employers, regardless of how many individuals they employ.
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Since the end of March 2026, state employee leave law requirements have continued to change at the rapid pace employers have come to expect. For instance, in April, Maryland issued guidance and a contribution rate for its upcoming paid family and medical leave program. In April and May, Virginia enacted paid sick leave and paid family and medical leave laws. Also in May, paid family and medical leave benefits began in Maine.
In July, New Jersey issued guidance affirming new job protection entitlements for recipients of state temporary disability and family leave insurance, and expansions to its Family Leave Act took effect. July also saw New York City issue regulations clarifying major changes to its Protected Time Off Law, and Rhode Island and other states raise their paid leave benefit rates.
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On July 22, 2026, the Department of Labor (DOL) issued two new opinion letters related to compensating employees in various situations. The links below provide summaries of the DOL guidance:
As organizations plan for the remainder of 2026 and beyond, several workforce developments deserve employers’ attention. The following resources highlight emerging trends in human resources, employee mental health, and benefits strategy.
Question: One of my employees is asking for a copy of their personnel file. We have copies of warnings and discipline notices in the file. Am I required to give the employee a copy of the entire file?
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We recently released our latest HR Edge newsletter. This quarter’s newsletter covers the following topics:
Click the following link to read: HR Edge (Q3 2026).
Continue readingAlaska Enacts Payroll Card Account Requirements – On June 18, 2026, Alaska enacted Senate Bill (SB) 79, which establishes requirements for employers that pay employee wages using payroll card accounts. The new law took effect on July 1, 2026.
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On June 29, 2026, the Equal Employment Opportunity Commission (EEOC) voted to rescind two guidance documents that, for more than four decades, gave private employers a framework for adopting voluntary affirmative action plans under Title VII of the Civil Rights Act (Title VII): the agency’s 1979 interpretive guidelines on affirmative action and the related Section 607 of its Compliance Manual.
Key Highlights – The EEOC concluded that the decades-old guidance conflicted with the text of Title VII and with Supreme Court precedent holding that the statute protects every individual equally, rather than particular groups.
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Chronic conditions are no longer just a clinical concern; they are one of the most powerful forces shaping the U.S. healthcare system and its rising costs. Chronic conditions such as heart disease, cancer, diabetes, Alzheimer’s disease and mental health conditions impact millions of Americans, requiring continuous care, treatment and support over time.
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Pay increases aren’t one-size-fits-all. Employers use several types depending on their goals, budget, and workforce needs, and these differences matter more than many organizations realize. A merit increase signals something very different to an employee than a standardized across-the-board adjustment, even if the dollar amounts are similar. Understanding the distinctions helps organizational leaders make more consistent, defensible compensation decisions and have productive conversations with employees when it’s time for raises.
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