As the July 23, 2026 effective date quickly approaches, employers should review and prepare to comply with the recent changes to the New York City Earned Sick and Safe Time regulations. You can read our colleague’s deep dive on the new rules here: From Rulemaking to Reality: NYC’s Finalized Employer ESSTA Obligations Take Effect July…

Hawaii has enacted a new law expanding the state’s family leave law to better support military families. Hawaii’s family leave statute will allow eligible employees to take unpaid family leave for qualifying military exigencies connected to a family member’s active-duty service.

What the New Law Does

Starting July 1, 2026, in addition to the birth…

Pennsylvania’s Allegheny County Board of Health has unanimously approved seeking public comment on a proposal to expand Allegheny County’s Paid Sick Leave rules and to adopt paid parental leave obligations for employers.

The public comment period will remain open for at least 30 days, to June 12. A public hearing is scheduled for June 2…

Beginning July 1, 2028, benefits under California’s paid family leave program will be available to eligible employees taking leave to care for a designated person. Read more about this new development from our California colleagues here.

• Connecticut expands paid leave and state FMLA rights to “non-certified school employees” of public schools and nonpublic elementary and secondary schools starting 10.01.25.
• Employees may be entitled to up to 12 weeks of job-protected leave with additional leave available for some pregnant employees, as well as, wage replacement benefits.
• Employers should review and revise

• Employers preparing for the January 1, 2026, rollout of Delaware’s Paid Family Medical Leave Insurance Program should review recent amendments to the Healthy Delaware Families Act. Among other things, the amendments prohibit employers from requiring employees to use employer-provided paid time off such as vacation or sick leave before using Paid Family Leave

Rhode Island is the first state to expressly require employers to provide workplace accommodations for job applicants and employees who are experiencing menopause and menopause-related medical conditions. This requirement went into effect immediately upon the Governor’s signature on June 24, 2025.

The new protections for menopause-related conditions were passed as an amendment to the…

• Senate Bill 785 changes the definition of “employer” under Maryland’s Parental Leave Act to exclude those already covered by FMLA, even if they