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Minnesota employers should be prepared for significant changes in the leave law landscape in 2026. The statewide Paid Leave program rolls out on Jan. 1, 2026, and Minneapolis and Saint Paul both recently amended their Earned Sick and Safe Time Laws. Our Minnesota colleagues outline key compliance considerations and next steps for employers. Read the…

The Illinois legislature enacted a number of measures in 2025 that will impact employers’ leave and accommodation policies and practices.  Employers should be aware of important changes with regard to military leave, blood and organ donation leave, leave to care for a child in neonatal intensive care, and more.  Our Illinois colleagues provide a comprehensive…

Beginning February 22, 2026, amendments to New York City’s Earned Safe and Sick Time Act go into effect expanding employee rights and increasing employers’ safe and sick time compliance obligations. Among other things, employers will be required to frontload 32 hours of unpaid safe and sick time to covered employees immediately upon hire and at…

  • Know your state’s rules: Voting leave requirements vary widely — some mandate paid time off, others unpaid, and several include posting or notice obligations.
  • Review and update practices annually: State laws change frequently — conduct a yearly compliance review ahead of each election cycle.
  • Remember remote workers: Voting leave laws generally
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Oregon employers should prepare to update their paid sick leave policies to comply with recent amendments. Effective January 1, 2026, blood donation will be added to the list of reasons permitted for taking time off under Oregon’s paid sick leave law. 

Earlier this summer, Oregon Governor Tina Kotek signed Senate Bill 1108 amending Oregon’s paid…

Beginning August 1, 2025, Illinois employers with at least 51 employees must provide certain covered employees with up to eight hours of paid leave per month, or up to 40 hours of paid leave per calendar year to perform military funeral honors details.

Funeral honors detail is an honor guard detail consisting of at least…

Effective Jan. 1, 2026, Granite State employers with at least 20 employees must provide employees with up to 25 hours of unpaid leave to attend medical appointments associated with childbirth, postpartum care, and their infant’s medical appointments within the first year of the child’s birth or adoption. This new leave obligation appears in a broader piece of legislation, HB 2, an act “relative to state fees, funds, revenues, and expenditures,” which was signed into law on June 27, 2025. Subject to the 25-hour limit, covered employers may not deny employees’ leave requests to attend their “own medical appointments for childbirth, postpartum care, or the employee’s child’s pediatric medical appointments within the first year of the child’s birth or adoption.” The law allows an employee to substitute any accrued vacation time or other appropriate paid leave for unpaid childbirth-related leave. Employees must provide reasonable notice to the employer prior to the leave and make a reasonable effort to schedule the leave so as not to unduly disrupt the employer’s operations. Covered employers may ask the employee for documentation to ensure leave is used for a covered purpose. The law, however, does not indicate what type of documentation is sufficient to verify the use of the leave. Upon return from a covered appointment, the employer must return the employee to the employee’s original job. The law does not address any minimum or maximum increments for use of the leave. If the parents of a child are employees of the same employer, they collectively may take a total of 25 hours of childbirth-related leave in their child’s first year. The new law will appear as NH RSA 275:37-f (“Leave of Absence to Attend Medical Appointments for Childbirth, Postpartum Care, and Infant Pediatric Medical Appointments”). Covered employers should ensure their leave policies comply with this new law. If you have questions, please contact a Jackson Lewis attorney.…

Continue Reading New Hampshire’s Unpaid Childbirth-Related Leave Law Goes Into Effect 2026

On May 27, 2025, Philadelphia enacted the Protect Our Workers, Enforce Rights Act (“POWER Act”), amending Title 9 of The Philadelphia Code as it pertains to the following sections: “Promoting Healthy Families and Workplaces,” “Wage Theft Complaints,” “Protections for Domestic Workers,” “Protecting Victims of Retaliation,” and “Enforcement of Worker Protection Ordinances.”

Amendments to Chapter 9-4100 …