The following states have labor law updates scheduled to take effect in July 2026:
There are no federal labor law updates scheduled for July 2026. Lastly, we compiled a list of more recent labor law poster updates from mid to late June.
Alaska employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, Alaska minimum wage has increased from $13.00 per hour to $14.00 per hour.
As a result, Alaska's overtime exempt salary threshold, which is set to twice the amount equivalent to 40 hours paid at minimum wage, has increased to $1,120 per week.
Arkansas employers should be aware of the following updates to compliance requirements as of July 2026:
As a result of Arkansas HB1974, all employers in the state are now required to use the federal E-Verify system to confirm the employment eligibility of new hires.
Employers who fail to do so will have 30 days to correct the mistake.
California employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, the following localities increased their minimum wage as follows:
| Locality | Minimum Wage as of July 1st, 2026 |
| Alameda | $17.76 |
| Berkeley | $19.61 |
| Emeryville | $20.34 |
| Fremont | $18.05 |
| Los Angeles (City) | $18.42 |
| Los Angeles (County) | $18.47 |
| Malibu | $17.91 |
| Milpitas | $18.50 |
| Pasadena | $18.57 |
| San Francisco | $19.61 |
| Santa Monica | $18.47 |
Employers should also note that the cities of Glendale, Los Angeles, Lonch Beach, San Diego, Santa Monica, and West Hollywood also saw industry-specific minimum wage increases on July 1st.
Colorado employers should be aware of the following updates to compliance requirements as of July 2026:
Previously, the CDLE was able to investigate claims for unpaid wages of $7,500 or less.
Effective July 1st, 2026, this amount is increased to claims for unpaid wages of up to $13,000 as a result of House Bill 25-1001.
Connecticut employers should be aware of the following updates to compliance requirements as of July 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.
The deadline for providing written quota descriptions to current employees is August 1st, 2026.
Hawaii employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, 2026, Hawaii’s Family Leave Law (HFLL) now includes leave for “qualifying exigencies” related to active-duty military service.
A “qualifying exigency” can include attending military events, arranging childcare during deployment, or addressing financial and legal arrangements related to active-duty service.
Idaho employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, 2026, Senate Bill 1276 updated Idaho’s rules for retired public employees who return to work for a PERSI-participating employer after retirement.
Under the bill, certain retirees who are at least 55 years old and retired after January 1st, 2026, (originally January 1st, 2022) can continue receiving their retirement benefits while working again, as long as they choose not to earn additional retirement service credit during their reemployment.
The bill also removes the previous expiration date for this option. Originally, the ability for retirees to return to work under these rules was set to end on June 30th, 2026. By eliminating that sunset provision, the bill makes the policy permanent.
As a result of House Bill 704, all employers in the state are now required to use the federal E-Verify system to confirm the employment eligibility of new hires.
Illinois employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, 2026, Chicago minimum wage increased to $17.05.
The minimum wage for subsidized youth employment programs and subsidized transitional employment programs has also increased to match the statewide minimum wage rate.
Effective July 1st, 2026, Chicago's Fair Workweek Law has been updated with new rates for covered employees.
Covered employees are now those who work for a covered employer, in a covered industry, and earn less than or equal to $33.85 per hour, or less than or equal to $64,945.55 per year.
Indiana employers should be aware of the following updates to compliance requirements as of July 2026:
Under Act 1302, Indiana's Youth Employment System and associated reporting requirements have been discontinued. Employers and regulatory agencies will transition to procedures that no longer rely on statewide reporting for the monitoring of youth employment.
Effective July 1st, 2026, employers must now maintain compliance with the Indiana Fairness Act, which prohibits employers from knowingly or intentionally recruiting, hiring, or continuing to employ a worker who is not authorized to work in the United States.
Employers are encouraged to use E-Verify going forward, as the law does provide a safe harbor rule for employers who use it. In other words, an employer will not be penalized if a worker comes back as work-authorized through E-Verify.
This update to Indiana Labor Laws will apply to all employers in the state.
Maine employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, 2026, Maine's Paid Family & Medical Leave maximum weekly benefit increased to $1,249.12.
Effective July 29th, 2026, Maine employers will need to maintain compliance with the new Maine Pay Transparency and Recordkeeping Law.
Under the new law, employers with 10 or more employees must include a statement listing the prospective range of pay to be offered to a successful applicant in each job posting. For commission-only based positions, a statement that compensation for the position is based solely on commission must be included instead.
Employers must also, upon request, disclose the range of pay the employer offers for the position an employee currently holds. Employers also must maintain the following records for at least three years after termination:
Nebraska employers should be aware of the following updates to compliance requirements as of July 2026:
Under Legislative Bill 921, effective July 18th, employers with 100 or more employees must provide a 90-day advanced notice of business closings and mass layoffs, whereas previously the federal WARN Act required 60 days' notice.
Written notices must be delivered on-time, and include:
Notices must also be displayed in a conspicuous location at all worksites, and in languages spoken by at least 5% of the workforce.
New Hampshire employers should be aware of the following updates to compliance requirements as of July 2026:
As a result of House Bill 1168, employers now have up to 20 days to file an objection to a wage claim after receiving notice of the claim.
Previously, this deadline was 10 days from receiving the notice.
New Jersey employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 17th, 2026, the law will cover employers with at least 15 employees under Assembly Bill 3451.
The minimum employment period will also change to expand coverage, dropping from 12 to just 3 months. Required hours worked will also decrease from 1,000 to 250.
Finally, the law will now also include job-protection, meaning employers must restore employees who take temporary disability or family leave insurance benefits to the same or an equivalent position.
New York employers should be aware of the following updates to compliance requirements as of July 2026:
Employers should note that the final registration deadline for the New York Secure Choice Program is July 15th, 2026. The final deadline applies to employers with 10 to 14 employees.
Oregon employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, Oregon's minimum wage rates increased as follows:
South Dakota employers should be aware of the following updates to compliance requirements as of July 2026:
House Bill 1180 implements new requirements regarding non-compete agreements during the sale or transfer of ownership of a business, effective July 1st, 2026. In this scenario, a non-compete agreement is regarded as "engaging directly or indirectly in the same or similar type of business conducted by the entity during the previous owner's period of ownership".
Such an agreement is permissible if the restrictions are limited to:
In simpler terms, once an employer sells a business, the employer may not engage in a similar business within the geographic area of the sold business for at most three years. Any agreement lasting longer than three years will be voided by the state.
Tennessee employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, 2026, Senate Bill 1469 went into effect. This bill rolls out a long list of new regulations regarding minors under the age of 18 who are content creators under Tennessee Labor Laws.
A content creator is defined by the law as someone who meets one of the following criteria in a 12-month period:
Some key provisions to be aware of include:
Utah employers should be aware of the following updates to compliance requirements as of July 2026:
As a result of HB 329, the amount of postpartum recovery leave available to a state employee has increased from 3 to 9 weeks effective July 1st, 2026.
State employees are also now eligible for 9 weeks of paid leave for adopting a child younger than
6 years old, and 3 weeks for fostering a child younger than 6 years old.
Virginia employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, 2026, Senate Bill 170 updated regulations around non-compete agreements.
Specifically, a non-compete agreement between an employer and employee cannot be enforced if the employer terminates the employee and does not provide severance pay or another agreed-upon monetary payment that was clearly disclosed when the non-compete was signed.
However, this protection does not apply if the employee is fired for cause, meaning reasons such as misconduct or poor performance.
Washington employers should be aware of the following updates to compliance requirements as of July 2026:
Effective July 1st, 2026, under Washington Labor Laws, employers with 15 or more employees will face additional compliance requirements regarding criminal background checks.
Key changes include:
Lastly, employers must now provide written disclosure in order to inform candidates that a post-offer background check will occur.
The law will also expand coverage to employers with fewer than 15 employees as of January 1st, 2027.
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.
See here if you need help getting updated posters or notices.
| State | Name | Effective Date | Type |
| Arkansas | Mini Cobra Benefit Continuation Notice | 6.12.2026 | Notice |
| Colorado | Agricultural Labor Rights | 6.17.2026 | Poster |
| Montana | Discrimination is Against the Law | 6.12.2026 | Poster |
| Montana | Service Letter (Statement of Employment and Separation) | 6.16.2026 | Notice |
| Montana | Pay Rate and Payday Notice (Montana Wage Payment Act) | 6.16.2026 | Poster + Notice |
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.
