Every state HR law change. One place.

Annual CPI adjustment of state minimum wage.

Statewide minimum wage CPI adjustment.

Annual CPI adjustment.

Indexed to employment cost index.

Annual COLA.

Scheduled increase under 2025 amendments.

Inflation adjustment.

Final step of Proposition A schedule.

Annual CPI adjustment.

Final step of Initiative 433.

Annual CPI adjustment.

Scheduled increase; annual indexing thereafter.

Annual CPI adjustment.

Statutory increase.

Annual CPI adjustment.

Annual adjustment.

Annual CPI adjustment.

Annual CPI-W adjustment.

Act 114 (2022) schedule.

Up to 12 weeks medical or family leave, 20 combined.

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Up to 80% of wages, capped at $900/week; claims opened Jan 1 2026.

Amends Illinois Human Rights Act.

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Bans AI intended to unlawfully discriminate.

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Annual CPI-W adjustment.

Annual CPI adjustment.

1 hr per 30 worked, up to 40 hrs/yr.

Employers must use an employee's updated W-4 if one is submitted.

Applies to tax year 2026 W-2s; 2025 had transition relief.

Stand-alone notice to employees by Feb 1 2026, then annually and at hire.

Replaces vacated 2023 rule text with the 2020 rule at 29 CFR 103.40.

Up to 12 weeks paid leave.

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Implements court judgments vacating the 2024 overtime rule; reinstates the 2019 regulatory text.

CPI adjustment announced each spring.

Annual CPI adjustment.

Annual CPI adjustment each July 1.

Wage or salary range required in internal and external postings.

Employers may not seek or rely on applicant wage history.

Covers workers licensed by the Boards of Medicine, Nursing, Counseling, Optometry, Psychology or Social Work.

Applies to agreements entered, amended or renewed on/after Jul 1 2026.

Ballot Measure 1 (2024) schedule.

Annual CPI adjustment.

Annual CPI adjustment.

Pay range on request for current employees; keep pay-history records 3 years after separation.

Older 08/01/23 edition expiring 07/31/2026 no longer valid; electronic systems had to update by 07/31/2026.

Final step of Amendment 2; stays $15.00 through Dec 31 2027.

Public Act 26-15 (SB 5).

PA 26-12 § 4.

Applies to NDAs, settlement and employment agreements entered, executed or amended on/after Oct 1 2026.

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Public and internal postings must include wage range and a general description of benefits.

From Oct 1, 2026, the maximum weekly benefit drops from $1,190 to $1,100, medical leave from 12 to 10 weeks, and family leave from 12 to 6 weeks. Parental leave stays 12 weeks.

Finalizes the Oct 30, 2025 interim rule: a timely renewal filing no longer auto-extends most expiring EADs.

DOL final rule removes the regulations that implemented Executive Order 11246 (revoked by E.O. 14173), including race and sex affirmative action program rules.

The EEOC voted Oct 28, 2026 to rescind its 2012 Enforcement Guidance on considering arrest and conviction records, effective immediately. It does not restore older policy statements and does not require employers to drop lawful practices adopted under the guidance.

Copy within 5 business days of a written request, free; notice when negative information is added.

Revises machine-readable price files and adds phone access to pricing information.

Labor Law § 27-F, as amended (A9453).

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Date per A9452 ("one year after" original law); Feb 13 2027 is a possible reading.

Scheduled step, then annual indexing.

Announced annual adjustment.

Announced annual adjustment.

Announced annual adjustment.

Announced annual adjustment.

Set by statute, R.I. Gen. Laws § 28-12-3(q).

Inflation adjustment; 90-day youth training wage $9.68.

Coverage threshold rises from $405,000.

CPI adjustment.

CPI adjustment.

Per 2027 ICA poster.

Per Va. Code § 40.1-28.10.

Annual CPI adjustment.

Annual CPI-W adjustment.

Repeals and reenacts SB 24-205 (which never took effect); notice and adverse-decision disclosure.

Employee needs 180 days of service.

Final phase of PA 24-8.

Annual CPI-U adjustment from $10.85.

Annual CPI adjustment from $11.85; tipped rate from $5.925 to $6.15.

Up from $17.75; city sick leave rules also apply.

AB 1697 (Ch. 889), an urgency law effective Sept 30, 2026, moves California's stay-or-pay ban to contracts entered into on or after Jan 1, 2027 and adds exceptions.

Notice must say if a mass layoff, relocation or termination is caused by AI.

Limits AI-powered workplace surveillance, starting with bathrooms.

AB 2321 extends Labor Code 6425 criminal liability to willful Cal/OSHA violations that cause serious injury, illness or exposure, and makes obstructing a Cal/OSHA inspection a misdemeanor.

The county's minimum wage goes from $17.95 to $18.58 an hour, a 3.5% capped CPI increase.

AB 2646 (Ch. 956) adds Labor Code 1208: a $19.75 hourly minimum for approved out-of-state temporary agricultural workers (such as H-2A) and California residents doing substantially similar work for the same employer in the same county, adjusted each Jan 1 starting 2027 by the Social Security COLA.

SSA set the 2027 OASDI taxable maximum at $192,300 (up from $184,500). The 6.2% rate is unchanged, so the max per employee is $11,922.60 for each side.

An employment off-ramp froze the 2027 indexed increase. Home care aides go to $20.00 downstate and $19.00 upstate. The Governor has proposed a March 1, 2027 increase ($17.60/$16.55) that needs legislation.

The Minneapolis minimum wage goes from $16.37 to $17.02 an hour on January 1, 2027.

The Flagstaff minimum wage goes from $18.35 to $18.95 an hour on January 1, 2027.

The San Jose minimum wage goes from $18.45 to $19.00 an hour on January 1, 2027.

The Santa Clara (city) minimum wage goes from $18.70 to $19.25 an hour on January 1, 2027.

The Hayward minimum wage goes from $17.79 to $18.39 an hour on January 1, 2027.

CDLE announced Oct 6, 2026 that the FAMLI premium falls from 0.88% to 0.86% starting Jan 1, 2027, still split half employer, half worker.

ESD announced Oct 16, 2026 that the premium goes from 1.13% to 1.2% on Jan 1, 2027. Employers pay 29.3% of it and employees 70.7%.

Under Chapter 101 of the Acts of 2026, the employer contribution moves from medical leave to family leave on Jan 1, 2027. The total stays 0.88% (0.46% for employers under 25).

NJDOL now lists 2027 worker contribution rates: UI 0.3825%, TDI 0.24% (up from 0.19%), FLI 0.24% (up from 0.23%), and workforce funds 0.0425%. Wage bases are $46,400 for UI and $177,100 for worker TDI and FLI.

The Nebraska Department of Labor's wage notice lists $15.26 from Jan 1, 2027 (up from $15.00). The youth rate for ages 14–15 stays $13.50, and the training wage goes to $13.70.

IRS Rev. Proc. 2026-24 sets 2027 HSA contribution limits of $4,500 (self-only) and $9,000 (family). An HDHP needs a deductible of at least $1,750/$3,500 and out-of-pocket max no higher than $8,700/$17,400. Excepted benefit HRAs can offer up to $2,250.

Public Act 104-0683 requires employers with more than 25 employees to pay employees their regular rate of pay for time serving on jury duty.

Public Act 104-0776 bars job postings from requiring a valid driver's license unless driving is an essential function of the job and a business necessity. If a license is required, the posting must briefly explain why.

The City of Tucson lists its 2027 minimum wage as $16.00 an hour, up from $15.45.

The City of Palo Alto lists a 2027 minimum wage of $19.25 an hour, up from $18.70.

The City of Sunnyvale lists a 2027 minimum wage of $20.05 an hour, up from $19.50.

From Jan 1, 2027: $17.02 for businesses with 101+ employees, $16.37 for 6-100 employees and $14.25 for 5 or fewer. From July 1, 2027: $17.02 for 6+ employees and $15.00 for micro businesses.

The City lists $13.00 an hour for 2027. It stays $12.00 where the employer pays at least $2,500 a year toward health or child care benefits, and the tipped minimum stays $7.20.

Santa Fe's updated living wage ordinance raises the rate from $15.40 to $17.50 an hour on Jan 1, 2027. Annual adjustments using 50% CPI and 50% HUD fair market rent start March 1, 2028.

Tipped cash wage $9.85; applies to certain contracts entered Jan 1, 2015 to Jan 29, 2022.

Public Act 104-0744 makes it a civil rights violation to use criteria or methods that have a discriminatory effect, unless they are job-related and consistent with business necessity and no less discriminatory alternative would serve the same need.

Existing noncompetes void; notify affected workers by Oct 1 2027.

SB 947 (Ch. 859) bars relying solely on an automated decision system (ADS) for discipline or termination, requires human corroboration when an ADS is the primary basis, and requires a written post-use notice. Operative July 1, 2027.

Mayor Wilson signed the amendments Sept 30, 2026, effective July 1, 2027. They require written agreements, pay and hour records, retaliation protections for leave, and advance notice of termination.

Public Act 26-15 (SB 5); plain-language and pre-decision written notice.

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Up to 12 weeks paid leave; benefits delayed by 2025 legislation.

Signed Oct 22, 2026, the first county-level paid parental leave law in the U.S. Reported terms: 12 weeks of paid leave after birth, adoption or stillbirth, with a 12-month implementation period.

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HB 27 was signed Oct 22, 2026 as Act 59. Covered facilities must adopt policies to protect staff from surgical smoke. The compliance date is reported as 90 days after the effective date and has not been confirmed against the bill text.

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