The following states have labor law updates scheduled to take effect in August 2026:
There are no federal labor law updates scheduled for August 2026. However, below is a list of more recent labor law posting updates and requirements from July and August.
California employers should be aware of the following updates to compliance requirements as of August 2026:
Effective August 10th, 2026, San Francisco employers must comply with the revised provisions of the San Francisco Fair Chance Ordinance, which sets forth rules regarding an applicant or employee's arrest and / or conviction records (and other related information).
The update changed limitations on the use of criminal history in certain employment and housing decisions. As of August 20th, employers may not use out-of-state criminal convictions or arrests for conduct that is legal in California. Specifically, conduct relating to:
The updates also increased the penalties and liquidated damages available for violations.
Connecticut employers should be aware of the following updates to compliance requirements as of August 2026:
The deadline for providing written quota descriptions to current employees was August 1st, 2026.
Effective July 1st, 2026, under Connecticut Labor Laws, covered employers with 250 or more employees at a single Connecticut warehouse distribution center or with 1,000 or more employees across multiple such centers must provide written notice of performance quotas, maintain work speed data records for three years, and protect covered nonexempt employees from adverse action for exercising their rights under the law.
Illinois employers should be aware of the following updates to compliance requirements as of August 2026:
Illinois passed its new Paid Jury Duty Leave Law (HB 4844) on July 31st, 2026. Effective January 1st, 2027, employers with at least 26 employees must provide paid leave for jury duty service.
Louisiana employers should be aware of the following updates to compliance requirements as of August 2026:
As of August 1st, 2026, the new Behind the Counter Protection Act (HB 422) is in effect. The law establishes new protections and criminal penalties for threats or acts of violence against certain employees. Specifically, employees who work at:
Employers are required to display the Behind the Counter Act Poster, and should review workplace violence prevention policies and ensure that the law's definition of "workplace violence" is accurate.
The law defines "workplace violence" as "any act of violence or credible threat of violence".
Effective August 1, 2026, Louisiana employers of all sizes must provide up to 30 consecutive days of job-protected, unpaid leave to any employee who donates an organ or bone marrow, under the state's new Unpaid Organ and Bone Marrow Donor Leave Law (SB 409).
Minnesota employers should be aware of the following updates to compliance requirements as of August 2026:
Effective August 1st, 2026, the following revision to the Minnesota Human Rights Act (SF 3210) is now in effect. Failing to engage in the process to determine if a reasonable accommodation is possible that would allow people with disabilities to do their work is now regarded as an unfair discriminatory practice.
Missouri employers should be aware of the following updates to compliance requirements as of August 2026:
Missouri House Bill 2593 introduces new requirements relating to National Guard members. Key new provisions include:
The following chart breaks down recent labor law poster and notice updates by state. Employers in these states need to check and ensure their posters are up-to-date.
| State | Name | Effective Date | Type |
| California | San Francisco City and County - Healthy Airport Ordinance (HAO) | 7.1.2026 | Poster |
| Illinois | Chicago - Fair Workweek | 7.1.2026 | Poster |
| Louisiana | Behind the Counter Act | 8.1.2026 | Poster |
| Nevada | Department of Employment, Training and Rehabilitation (DETR) | 7.1.2026 | Poster |
| Nevada | Daily Overtime Bulletin | 7.1.2026 | Poster |
| New Jersey | Family Leave Act | 7.17.2026 | Poster + Notice |
| Oregon | Paid Leave | 7.1.2026 | Poster |
| Oregon | Equal Pay Law | 7.1.2026 | Poster |
| Oregon | Captive Audience | 7.1.2026 | Poster |
| Oregon | Sick Time Notification | 7.1.2026 | Poster + Notice |
| Oregon | Protections for Victims of Domestic Violence, Harassment, Sexual Assault & Stalking | 7.1.2026 | Poster |
| Oregon | Family Leave Act | 7.1.2026 | Poster |
| Oregon | Breaks & Meals Overtime & Paychecks | 7.1.2026 | Poster |
| Oregon | Notice to Agricultural Workers | 7.1.2026 | Poster |
| Pennsylvania | Philadelphia - Fair Chance Hiring Law | 7.15.2026 | Poster |
| Vermont | Unemployment Insurance | 7.21.2026 | Poster |
| Virginia | Job Safety and Health Protection (VOSH) | 7.14.2026 | Poster |
| Virginia | Covenant Not to Compete | 7.14.2026 | Poster |
| Virginia | Veteran Benefits | 7.14.2026 | Poster |
| Virginia | Workers Compensation | 7.14.2026 | Poster |
Learn more about a labor law poster subscription service if you need help with workplace posters and notice compliance.
The following states have also released updated minimum wage posters as of July 1st, 2026:
Looking for more updates? View Last Month's Compliance Update Here.
The challenge with frequent labor law updates is the posting requirement updates that come with each change to the laws in your state, and on the federal level.
However, employers can stay ahead of the changes with this labor law poster service, which makes meeting requirements easy and practically hands-off.
The challenge with frequent labor law updates is the posting requirement updates that come with each change to the laws in your state, and on the federal level.
However, employers can stay ahead of the changes with this labor law poster service, which makes meeting requirements easy and practically hands-off.
Give us some basic information about yourself and your business goals, and we'll find a provider who is customized to your unique business situation, be it industry, locale, etc.
Give us some basic information about yourself and your business challenge, and we'll help you find a provider for your unique situation, industry, location, etc.
