State Alerts

Minnesota has enacted legislation (Senate File 3035) that will require employers to provide paid sick leave to employees. The requirement takes effect January 1, 2024.

The Details

Minnesota has enacted legislation (House File 100) that permits recreational cannabis use among adults age 21 and older beginning August 1, 2023. The law includes protections for off-duty cannabis use.

On June 12, 2023, the New York City Department of Consumer and Worker Protection (DCWP) released the final rule  regarding the required minimum wage for app-based restaurant delivery workers.  The rule goes into effect with the first pay period on or after July 12, 2023.

New York City has enacted a law (Intro. 209-A) that prohibits employers from discriminating on the basis of an individual’s height or weight. Intro. 209-A takes effect on November 22, 2023.

The North Dakota Human Rights Act prohibits employers of all sizes from failing or refusing to make reasonable accommodations for an otherwise qualified individual with a physical or mental disability because that individual is pregnant. 

North Dakota has enacted House Bill 1450, which takes effect August 1, 2023 and clarifies that “pregnant” includes pregnancy, childbirth and related medical conditions.

Texas has enacted legislation (House Bill 567), which expressly prohibits discrimination against individuals based on traits associated with race, such as hair texture and hairstyles like braids, locs, and twists. House Bill 567 takes effect September 1, 2023.

Washington has enacted legislation (Senate Bill 5123), which prohibits employers from making a hiring decision based on an individual’s off-duty use of cannabis or certain positive pre-employment drug test results. Senate Bill 5123 takes effect on January 1, 2024.

Washington has enacted legislation (House Bill 1491), which prohibits an employer from searching an employee’s privately owned vehicle. House Bill 1491 takes effect on July 23, 2023.

The State of Washington has released information to assist employers in meeting their requirements under the Washington Cares Act.

Virginia has enacted legislation, House Bill 1895, which prohibits employers from requiring an employee or prospective employee from executing or renewing a “nondisclosure or confidentiality agreement, including any provision relating to non-disparagement, that has the purpose or effect of concealing the details relating to a claim of sexual harassment … as a condition of employment.”  House Bill 1895 takes effect on July 1, 2023.