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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 …

Vermont Governor Phil Scott has signed legislation extending the protections of the state’s unpaid family leave law. The expansion extends safe leave, bereavement leave, and qualifying exigency leave to employees of employers with ten or more employees. The law also broadens the definition of “family member” found in the law. The amendments will become effective…

Over a year after Minnesota’s Earned Sick and Safe Time (ESST) law went into effect in January 2024, Minnesota’s Department of Labor and Industry (DLI) recently published proposed permanent rules (the Proposed Rules) that, if adopted, will regulate the ESST law. Although the rules are not yet final, they offer insights for employers on DLI’s…

The Maryland Department of Labor recently published proposed regulations to implement the state’s paid family and medical leave insurance program. Although they are not final yet, the proposed regulations provide important information for employers as they prepare for the new mandatory program. Payroll deductions will start July 1, 2025, and benefits will be available beginning…