{"id":6389,"date":"2026-08-27T12:20:43","date_gmt":"2026-08-27T17:20:43","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=6389"},"modified":"2026-08-27T12:20:47","modified_gmt":"2026-08-27T17:20:47","slug":"hr-newsletter-state-legislative-updates-43","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2026\/08\/27\/hr-newsletter-state-legislative-updates-43\/","title":{"rendered":"HR Newsletter: State Legislative Updates"},"content":{"rendered":"\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/December20_State-and-Local-Updates.png\" alt=\"HR Newsletter: State Legislative Updates\"\/><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>California\u2019s Minimum Wage Rate to Increase on Jan. 1, 2027<\/strong> &#8211; On July 31, 2026, the California Department of Finance (the Department) <a href=\"https:\/\/dof.ca.gov\/media\/docs\/whats-new\/Minimum-Wage-Increase-Notification-Governor-and-Legislative-Letter.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">announced<\/a> that the state\u2019s 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.<\/p>\n\n\n\n<!--more-->\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_1-California.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">California Legal Update<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_b24c09f0-5c26-42de-ab24-711aaf71200b\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>California Paid Sick Leave Comparison Chart<\/strong> &#8211; As state and local paid sick leave (PSL) laws continue to expand across the country, employers may be confused as to their legal obligations, particularly when employees are covered by both state and local laws. These laws may differ in important areas, such as accrual, use, carryover and covered reasons for leave. The chart compares California, Los Angeles and San Francisco.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_2-California.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">California Paid Sick Leave Comparison Chart<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_e665df11-b1f5-4991-8fc6-016da33b1038\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Colorado Expands Voting Leave Law<\/strong> &#8211; Colorado recently <a href=\"https:\/\/leg.colorado.gov\/bill_files\/117147\/download\" target=\"_blank\" rel=\"noreferrer noopener\">amended<\/a> its voting leave law to, among other things, expand the two-hour period that eligible employees may take voting leave from only on election day to any day when voter service and polling centers are open. The amended law is effective as of June 1, 2026.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_3-Colorado.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Colorado Legal Update<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_42bab14b-20c0-47d2-baa0-f81d29d993c6\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Colorado Imposes Employer Obligations Related to Employee Identity Documents<\/strong> &#8211; On June 3, 2026, Colorado enacted <a href=\"https:\/\/leg.colorado.gov\/bill_files\/117075\/download\" target=\"_blank\" rel=\"noreferrer noopener\">House Bill (HB) 26-1283<\/a>, prohibiting employers from confiscating or improperly retaining government-issued identification documents. The new law took effect immediately.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_4-Colorado.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Colorado Legal Update<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_76a9bea3-49df-484e-a7a4-ddb20bce9b43\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Minnesota Adopts New Rules for Earned Sick and Safe Time<\/strong> &#8211; Minnesota recently adopted new <a href=\"https:\/\/dli.mn.gov\/sites\/default\/files\/pdf\/ESST_adopted_rules_2026.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">rules<\/a> to implement its earned sick and safe time (ESST) law. The rules address, among other things, employee eligibility, accrual years, how to credit accrual, increments of ESST, use, incentives, reasonable documentation and more generous sick and safe time policies. The rules are effective as of July 6, 2026.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_5-Minnesota.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Minnesota Legal Update<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_c3959fc9-3e64-4cea-a030-845fa597303b\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Minnesota Minimum Wage and Overtime Laws<\/strong> &#8211; The Minnesota Fair Labor Standards Act (MFLSA) complements federal law and, in some cases, prescribes more stringent or additional requirements that employers must follow. Whenever employers are subject to both state and federal laws, the law that provides the greater protection or benefit for employees will apply.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_6-Minnesota.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Minnesota Minimum Wage and Overtime Laws<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_29794dea-a257-4a9c-bc5f-3fabe970d4b8\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>New Jersey Confirms Job Protection for Employees Receiving Insurance Benefits and Updates Family Leave Guidance<\/strong> &#8211; New Jersey recently released <a href=\"https:\/\/www.nj.gov\/labor\/myleavebenefits\/worker\/job-protection-information\/more-protections.shtml\" target=\"_blank\" rel=\"noreferrer noopener\">guidance<\/a> confirming job protection for employees receiving benefits under the state\u2019s temporary disability insurance (TDI) and family leave insurance (FLI) programs. The state also updated separate guidance on its Family Leave Act (FLA) to address changes that apply the law to smaller employers and reduce eligibility requirements for employees. The changes are contained in Assembly Bill (AB) 3451 and are effective as of July 17, 2026.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_7-New-Jersey.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">New Jersey Legal Update<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_58ab5da1-1ae4-4ae6-9a3d-cb962a29f146\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>New York City Adopts Rules on Safe and Sick Time<\/strong> &#8211; New York City recently adopted amended <a href=\"https:\/\/rules.cityofnewyork.us\/wp-content\/uploads\/2026\/06\/DCWP-NOA-Rules-Relating-to-Earned-Safe-and-Sick-Time-Act.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">rules<\/a> to implement changes made to its Earned Safe and Sick Time Act (ESSTA), including additional authorized reasons for leave, immediately available unpaid leave and paid prenatal leave. The rules take effect July 23, 2026.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/August2026_8-New-York.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">New York Legal Update<\/a><\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>California\u2019s Minimum Wage Rate to Increase on Jan. 1, 2027 &#8211; On July 31, 2026, the California Department of Finance (the Department) announced that the state\u2019s hourly minimum wage will increase to $17.40 per hour on Jan. 1, 2027. The&hellip;  <\/p>\n<p class=\"more-link\"><a href=\"https:\/\/www.employco.com\/blog\/2026\/08\/27\/hr-newsletter-state-legislative-updates-43\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[31],"tags":[],"class_list":["post-6389","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>HR Newsletter: State Legislative Updates - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2026\/08\/27\/hr-newsletter-state-legislative-updates-43\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Newsletter: State Legislative Updates - Employco Blog\" \/>\r\n<meta property=\"og:description\" content=\"California\u2019s Minimum Wage Rate to Increase on Jan. 1, 2027 &#8211; On July 31, 2026, the California Department of Finance (the Department) announced that the state\u2019s hourly minimum wage will increase to $17.40 per hour on Jan. 1, 2027. 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