The following states have labor law updates scheduled to take effect in September and October 2026:
There are no federal labor law updates scheduled for September and October 2026. However, below is a list of more recent labor law posting updates and requirements from late July through October 1st.
Alabama employers should be aware of the following updates to compliance requirements as of October 2026:
Alabama's Trey's Law (Senate Bill 30), signed by Governor Kay Ivey is effective as of October 1st, 2026.
The law bans provisions in employment agreements, settlement agreements, or general NDAs that stop individuals or entities from discussing acts of sexual abuse, related facts, or human trafficking.
Arizona employers should be aware of the following updates to compliance requirements as of October 2026:
Effective September 12th, 2026, Arizona expanded military leave law for employers of all sizes to cover all categories of military training for members of the reserve components of the U.S. Armed Forces and any state's National Guard.
Previously, only specific types of training such as camps, maneuvers, formations, and armory drills were covered.
Connecticut employers should be aware of the following updates to compliance requirements as of October 2026:
Under HB 5003, effective October 1st, 2026, job postings, including internal postings, must include a pay rate or range and a general description of benefits.
Employers must also provide pay and benefits disclosures to applicants and employees
when required.
Under HB 5158, effective October 1st, 2026, employers must provide reasonable break time to express breast milk or breastfeed in addition to scheduled breaks.
Under Public Act No. 26-12, effective October 1st, 2026, employers with 100 or more employees must create and maintain a guide explaining overtime and commonly used pay differential codes, post or provide it in the required languages, and include dispute-contact information.
Employers must also add the website address or written guide to new-hire and wage statement processes.
Under Public Act No. 26-12, effective October 1st, 2026, any contract requiring a worker to pay money back if they leave early is now void and against public policy.
Previously, this law only applied to employers with 26 or more employees. Now, it covers all employers in the state.
Under Public Act No. 26-73, effective October 1st, 2026, employers that electronically monitor employees must give new hires a written statement before their first day and update notices or postings to identify where monitoring occurs, unless monitoring is for security or employee safety.
Under the state's guidance on Adult-Use Cannabis in Connecticut, effective October 1st, 2026, employers may not refuse to hire, or take or threaten adverse action, based on someone's status as a qualifying out-of-state medical cannabis patient or caregiver, subject to limited federal-law and funding exceptions.
Rules against use or impairment during work hours may remain in place.
Under Connecticut's CART Act (Public Act No. 26-15), effective October 1st, 2026, employers of all sizes that do business in the state must provide plain-language disclosures when they use automated employment-related decision technology (AEDT) to make employment decisions about Connecticut applicants or employees.
Check out this article for a full breakdown on Connecticut Labor Laws.
Florida employers should be aware of the following updates to compliance requirements as of October 2026:
Effective September 30th, 2026, Florida's minimum wage increased as follows:
The new rates will remain in effect through December 31st, 2027.
Maine employers should be aware of the following updates to compliance requirements as of October 2026:
The Maine Department of Labor announced new minimum wage rates on September 18th, 2026, which will go into effect on January 1st, 2027.
The new rates are as follows:
Maryland employers should be aware of the following updates to compliance requirements as of October 2026:
Signed into law on April 28, 2026, the Maryland Worker Freedom Act (SB 417) is effective as of October 1st, 2026.
Under the new law, employers may not take or threaten adverse action against an employee or
applicant for declining to attend an employer-sponsored meeting, or to listen to communications, conveying the employer's views on political or religious matters.
Political matters include elections, political parties, proposals to change laws or public policy, and decisions to join or support political, civic, community, fraternal, or labor organizations.
Religious matters include religious belief, affiliation, or practice, and decisions to join or support
religious organizations.
Employers must provide notice to each employee upon hire and post it where employee notices are customarily displayed. The state model notice is expected by November 1st, 2026.
Effective October 1st, 2026, employers may now extend hiring and promotion preferences to veterans with any discharge status except dishonorable (previously limited to honorably discharged veterans) under House Bill 721.
As of September 1st, 2026, employer registration for Family and Medical Leave Insurance (FAMLI) in Maryland is now live.
As a reminder, employers with at least one employee are required to register with no exceptions.
Michigan employers should be aware of the following updates to compliance requirements as of October 2026:
Effective October 2nd, 2026, employers in Michigan can obtain work permits for minor employees through the new Youth Employment Permit Portal (YEPP). As a result, schools will no longer issue work permits in the state.
Check out this article for a full breakdown on Michigan Labor Laws.
Nevada employers should be aware of the following updates to compliance requirements as of October 2026:
Effective October 1st, 2026, the Nevada Workers' Comp Payroll Cap will increase from $36,000 to $98,433.60 for new and renewal policies on October 1st, 2026 under Senate Bill 317.
New Jersey employers should be aware of the following updates to compliance requirements as of October 2026:
On September 29, 2026, the state announced that New Jersey's standard minimum wage will increase by $0.56 to $16.48 per hour for most employees starting next year.
Specifically, New Jersey minimum wage rates will increase as follows on Janauary 1st, 2026:
Effective October 1st, 2026, employers must now use the new ABC Test to classify independent contractors.
Whenever a worker performs services for compensation in New Jersey, the worker is classified as an independent contractor if the employer can demonstrate that the worker satisfies the following three prongs of the ABC test:
New York employers should be aware of the following updates to compliance requirements as of October 2026:
The new Personnel Records Law was signed on September 9th and goes into effect on November 8th, 2026. The law gives current and former public- and private-sector employees expanded rights to view, copy, and dispute their personnel files.
Employees may request a free copy of their personnel record up to twice per calendar
year and must receive it within five business days of a written request.
Employees must also be notified within 10 days when negative information affecting their job, pay, promotion, or discipline is added. A review due to this information does not count toward the twice-per-year limit.
Lastly, employers must keep complete personnel records during employment and for three
years after separation.
Check out this article for a full breakdown on New York Labor Laws.
Ohio employers should be aware of the following updates to compliance requirements as of October 2026:
Under HB 455, effective October 9th, 2026, Ohio will ease its restrictions on child labor working hours.
Specifically, youth employees ages 14 and 15 may work between 7:00 p.m. and 9:00 p.m. any night preceding a day school is not in session if the minor has approval from a parent or legal guardian.
It's worth noting that employers covered by the Fair Labor Standards Act (FLSA) may have stronger restrictions that still apply.
Check out this article for a full breakdown on Ohio Labor Laws.
South Carolina employers should be aware of the following updates to compliance requirements as of October 2026:
Effective October 1st, 2026, employers of all sizes must comply with the state's new Civil Air Patrol Leave Law.
This law provides unpaid, job-protected leave to employees who are Civil Air Patrol members up to 30 days per calendar year for emergency service operations and up to 10 days per calendar year for training.
Washington employers should be aware of the following updates to compliance requirements as of October 2026:
Effective October 1st, 2026, employers of all sizes must notify employees in advance after receiving a federal Form I-9 inspection notice, and notify affected employees individually after results arrive, under the Immigrant Worker Protection Act (IWPA).
Specifically, employers need to give each employee written notice with a copy of the federal notice, the date received, the records requested, and the purpose of the inspection, in English and the five most common non-English languages spoken in Washington within five business days of the federal notice.
Check out this article for a full breakdown on Washington Labor Laws.
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 |
| Alabama | State - Workers' Compensation | 8.31.2026 | Poster |
| Alabama | State - Unemployment Compensation Notice- Separated Employee | 8.31.2026 | Notice |
| Alabama | Alabama Child Labor Law | 8.31.2026 | Poster |
| California | San Francisco City and County - Fair Chance Ordinance | 8.13.26 | Poster + Notice |
| California | San Francisco City and County - Minimum Compensation Ordinance For Public Entities | 9.14.2026 | Poster |
| District of Columbia (D.C.) | Time off to Vote | 9.08.2026 | Poster |
| Louisiana | Behind the Counter Act | 8.01.2026 | Poster |
| New Jersey | Family Leave Act | 7.17.2026 | |
| Oregon | Immigration Enforcement Notification Policies for Education Employers | 9.30.2026 | Notice |
| Pennsylvania | Philadelphia City - Philadelphia Fair Chance Hiring Law | 7.15.2026 | Poster |
| Utah | Unemployment Insurance | 8.06.2026 | Poster |
| Vermont | Unemployment Insurance | 7.21.2026 | Poster |
| Virginia | Job Safety and Health Protection(VOSH) | 9.09.2026 | Poster |
| Washington | Model Notice to Affected Employees | 9.01.2026 | Notice |
| Washington | Model Notice to Employees in the Event of a Form I-9 Inspection | 9.01.2026 | Notice |
| West Virginia | Trade Adjustment Assistance | 10.01.2026 | Notice |
Learn more about a labor law poster subscription service if you need help with workplace posters and notice compliance.
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.
