It’s that time of year again—the temperatures are high, summer vacations are winding down, and Sacramento has taken the minimum wage up another notch. Beginning January 1, 2027, California’s statewide minimum wage will increase from $16.90 to $17.40 per hour....
Connecticut employers soon face new pay transparency requirements. Beginning October 1, 2026, employers must include both the wage range and a general description of benefits in every internal and external job posting. These amendments are the latest in a growing wave...
On September 7, 2026, the U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) released three opinion letters addressing, respectively, managers’ and supervisors’ participation in tip pools when performing tipped work, the compensability of walking time to...
On September 8, 2026, the Department of Labor’s Employee Benefits Security Administration (“EBSA”) issued Field Assistance Bulletin No. 2026-03 (the “FAB”), outlining a new set of guiding principles for enforcing the nonquantitative treatment limitation (“NQTL”)...
When you work in an office and someone knicks your artisanal coffee from the fridge, that is small tragedy. You complain to HR, you write passive-aggressive notes, and you vent to your colleagues for twenty-five minutes. Let’s call it the weekly tragedy. It’s much...
The state of Illinois has quietly loaded up an arsenal of employment statutes effective from January 1, 2027. There are three colossal shifts taking place that will affect employers and employees. Starting January 1, 2027, Illinois employers will face significant...
The department weighed in on several wage-and-hour questions in a trio of opinion letters made public Tuesday.
Effective Jan. 1, 2027, Washington’s SB 5217 extends the Healthy Starts Act to employers of any size – dropping the current 15-employee threshold to one or more employees – and adds new compliance obligations for lactation and pregnancy accommodations. Lactation...
The widespread adoption of remote work has disrupted longstanding assumptions regarding which state’s employment laws govern a particular worker. A company may be headquartered in California, employ a worker residing in Utah, have that worker supervised from...
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