New Workplace Laws Taking Effect in October 2026 | BCS

Ban on non-disclosure provisions related to sexual abuse (SB 30)

Alabama’s “Trey’s Law” voids any workplace agreement clause that blocks disclosure of sexual abuse.

The ban reaches nondisclosure, confidentiality, employment, settlement, and similar agreements.

Moreover, it applies to agreements entered into, executed, or amended on or after October 1, 2026.

Artificial Intelligence Responsibility and Transparency Act (SB 5)

Connecticut’s comprehensive AI law uses staggered compliance deadlines.

Starting October 1, employers must address anti-discrimination amendments, the developer-deployer framework, and new WARN Act disclosures tied to AI deployment.

Major expansion of pay transparency (Sub. HB 5003, Sec. 2)

Internal and public job postings must now disclose two things.

First, the wage or wage range established in “good faith.” Second, a general description of benefits, including health insurance, retirement, fringe benefits, and paid leave.

Small employers lose the stay-or-pay exemption (Sub. HB 5003, Sec. 4)

All employers, regardless of size, may no longer require employment promissory notes.

Those notes obligate departing employees to repay training costs or other sums, subject to narrow exceptions.

Previously, employers with fewer than 26 employees were exempt.

New ADA accommodation notice requirements (Sub. HB 5003, Sec. 30-31)

Employers must give written notice of reasonable accommodation rights to new hires.

Existing employees must receive notice within 120 days, meaning by January 29, 2027.

In addition, notice is due within ten days of an employee disclosing a disability. A state-created poster is an alternative.

Expanded lactation break rights (Sub. HB 5003, Sec. 32)

Employers must provide reasonable break time for breastfeeding or milk expression.

Critically, that time comes in addition to any scheduled breaks.

New paycheck transparency rules for large employers (Sub. HB 5003, Sec. 38)

Employers with 100 or more employees must create guides for overtime and common pay differentials.

Covered differentials include shift, on-call, hazard, callback, holiday or weekend, and geographical pay.

Furthermore, guides must appear on company websites, go to new hires, and accompany wage statements in English and employees’ primary languages.

Tip credit eliminated for certain cannabis workers (Sub. HB 5003, Sec. 6)

The Labor Commissioner will no longer count gratuities toward minimum wage for cannabis establishment, dispensary, or producer employees.

Therefore, those businesses must meet minimum wage without a tip credit.

Expanded prevailing wage recordkeeping (Sub. HB 5003, Sec. 54)

Covered employers must keep detailed daily records of every mechanic, laborer, and worker on site.

Filing failures are Class C misdemeanors, carrying fines up to $500 and possible three-month imprisonment.

Comptroller may withhold payment for prevailing wage violations (SB 268)

The state comptroller may halt payments to contractors and subcontractors on public works projects until violations are resolved.

Enhanced workers’ compensation for assaulted workers (Sub. HB 5003, Sec. 1)

Teachers, healthcare providers, and related employees who cannot work after an on-the-job assault receive 100% of average weekly earnings.

That figure replaces the standard 75% after-tax cap, and it comes with medical expenses plus lost wages for court appearances.

Expanded notice rules for electronic workplace surveillance (Sub. SB 472)

Monitoring notices must identify the specific workplace locations that may be monitored.

Airports and locations with reasonable security grounds are excepted.

Notices must also be posted in monitored areas and include plain-language statements for new hires on activities monitored without prior notice.

Universal Paid Leave reductions (FY 2027 Budget Support Act)

The maximum weekly benefit drops to $1,100, down from $1,190.

Medical leave for a personal serious condition falls from 12 weeks to 8 weeks.

Family leave to care for a sick family member falls from 12 weeks to 6 weeks.

However, parental leave stays at 12 weeks and prenatal leave stays at 2 weeks. The employer contribution remains 0.75% of covered wages.

Ban on “captive audience” meetings (SB 417)

Covered employers may not discharge, discipline, or penalize employees or applicants who decline employer-sponsored meetings on religious or political matters.

Violations go to the Commissioner of Labor and Industry. Initial penalties reach $10,000, and subsequent violations reach $25,000.

Reinstatement and back pay with interest may also be ordered. Posters and model notices must be available by November 1, 2026.

Ban on dynamic pricing for certain businesses (HB 895)

Food retailers and third-party delivery services may not use dynamic pricing or personal data to set higher prices on tax-exempt food.

They also may not use protected class data to withhold goods or services.

The Attorney General’s Consumer Protection Division enforces the rule, with 45-day cure periods after notice.

Youth employment authorizations (2024 HB 5594)

All Michigan youth work permits must come through the state’s centralized work permit system.

Employers must also keep those permits on file.

Controversial ABC classification test (NJDOL final rule)

New regulations finalize New Jersey’s ABC test for independent contractor classification.

As a result, many companies will find it harder to treat workers as independent contractors or to hire smaller businesses.

Modernization of the state human resources system (SB 1041)

North Carolina has completely overhauled a wide range of laws governing state government employment.

Public employers in the state should review the full bill closely.

Loosened child labor restrictions (HB 455)

Fourteen- and fifteen-year-olds may work between 7:00 p.m. and 9:00 p.m. on nights before school-free days, with parental approval.

Nevertheless, federal Fair Labor Standards Act provisions still control wherever they are more restrictive.

RISavers compliance deadline for large employers

Employers with more than 100 eligible employees must comply with the state-sponsored retirement savings program by October 15, 2026.

Protected leave for Civil Air Patrol service (SB 1043)

All employers must provide at least 30 days each year for Civil Air Patrol emergency response, plus 10 days for training.

Private employers may make that leave paid or unpaid, while public employers must pay it.

Employees may also bring civil actions against employers who violate the law.

Expanded paid parental leave for certain public employees (SB 11)

Coverage now extends to eligible state employees in temporary-grant or time-limited positions.

Stillbirth qualifies as a triggering event, and adoption leave for non-primary caregivers rises from two weeks to four.

Other qualifying events remain at six weeks.

Vermont Saves penalty increase (2023 SB 135)

Covered employers with two or more W-2 employees face higher penalties for failing to register with Vermont Saves.

The maximum rises to $75 per covered employee, absent reasonable cause.

Immigrant Worker Protection Act (HB 2105)

Employers must notify workers and their representatives within five days of a federal I-9 inspection notice.

They must give notice again within five days of receiving inspection results.

Posting and anti-retaliation requirements apply as well.

Injured parties may sue privately, and the Attorney General may enforce. Statutory damages run $500 per notice failure, doubled for willful violations, with limited correction exceptions.