2026 State Overtime Salary Levels – Under federal and state laws, employers must compensate their employees with 1.5 times their regular rate of pay for any hours of overtime work. However, under these laws, employees who work in an executive, administrative, or professional (EAP) capacity are exempt from overtime pay if they satisfy, among other things, the salary level requirements for their exemption. Under the federal Fair Labor Standards Act (FLSA), the current salary level requirement for the EAP exemption is $684 per week ($35,568 per year) on a salary or fee basis (with an exception for highly compensated employees). While these salary levels apply in most U.S. jurisdictions, some states have adopted EAP salary levels higher than the ones required by the FLSA. These states are Alaska, California, Colorado, Maine, New York, and Washington.
Read more: HR Compliance Overview
State Employment Laws Effective Jan. 1, 2026 – Many states have adopted new or amended existing labor and employment laws that take effect on Jan. 1, 2026. These states include Arkansas, Colorado, Connecticut, Delaware, Illinois, Maine, Minnesota, Montana, Nevada, New Hampshire, North Carolina, North Dakota, Oregon, Rhode Island, Texas, and Washington.
Read more: HR Compliance Bulletin
California Employment Laws Effective Jan. 1, 2026 – California enacted new or amended existing state labor and employment laws throughout 2025. This Legal Update provides an overview of these new or amended laws, almost all of which take effect on Jan. 1, 2026. Specific labor and employment updates include a variety of topics.
Read more: California Legal Update
Massachusetts Issues 2026 PFML Poster, Notices, and Rate Sheets – The Massachusetts Department of Family and Medical Leave has issued updated rate sheets, notices, and a workplace poster for employer use in 2026. Failure to comply with the law’s notice requirements can result in employer fines.
Read more: Massachusetts Legal Update
Pennsylvania Enacts CROWN Act – On Nov. 25, 2025, Pennsylvania amended the Pennsylvania Human Relations Act (PHRA) to prohibit employers from discriminating against individuals on the basis of traits historically associated with race or religious creed, such as hairstyles and head coverings. The amendment takes effect on Jan. 24, 2026. Such legislation has gained popularity in recent years and is commonly referred to as the Creating a Respectful and Open Workplace for Natural Hair (CROWN) Act.
Read more: Pennsylvania Legal Update