Mid-Year Legislative Update

2025 Mid-Year Legislative Update

The first half of 2025 brought many employment-related legislative changes across North America. We’ve highlighted those changes that we believe are most broadly impactful to our clients and People2.0 across both the United States and Canada. Through our mid-year newsletter, we hope to provide guidance on key legislative updates and take a look at what the coming months hold in both countries. 

United States

Federal Updates

Alien Registration Requirements Implementation

Effective Date: April 11, 2025

New alien registration requirements are mandated by Executive Order 14159, issued by President Trump on January 20, 2025. This order requires the Department of Homeland Security (DHS) to ensure non-citizens are registered with the government under section 262 of the Immigration and Nationality Act (INA). Enforcement of these requirements began on April 11, 2025, and non-compliance results in penalties. The registration applies to aliens 14 years or older who were not registered when applying for a U.S. visa and who remain in the U.S. for 30 days or longer, children under 14 years old who will stay in the U.S. for 30 days or more, and other specific categories of foreign nationals. 

For employers, this new regulation brings changes to I-9 documentation requirements, potential employee time-off needs for registration, and the necessity for consistent verification policies. Employers should be prepared for increased DHS enforcement and potential audits. This regulation emphasizes the importance of compliance and provides guidance for employers to ensure they are ready for these changes. 

For complete details, please refer to HR Alert: Alien Registration Form and Evidence of Registration 

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Form I-9 Documentation Revision

Effective Date: January 20, 2025

The U.S. Citizenship and Immigration Services (USCIS) has released a revised Form I-9 (edition date January 20, 2025) with several minor but important changes to align with statutory language requirements. 

Key changes include: 

• Updated terminology in Section 1 to “An alien authorized to work” 
• Revised descriptions for two List B documents 
• Updated DHS Privacy Notice 

The current form remains acceptable until July 31, 2026. 

For complete details on these updates and their impact on your operations, please review our Form I-9 Updates document.  

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State Updates

Alaska

Paid Sick Leave Program Launch 

Effective Date: July 1, 2025 

Alaska voters approved Alaska Ballot Measure No. 1, which introduces new earned paid sick time benefits for employees who work in Alaska. 

• Accrual of Paid Sick Leave: Employees earn 1 hour of paid sick leave for every 30 hours worked.
• Annual Accrual Cap: 56 hours 
• Carry Over: Employees can carry over up to 56 hours of accrued earned paid sick time. 
• Paid Out: Earned paid sick leave is not paid out at the end of the year or upon separation or termination. 
• Eligible Employees:  
  • Full-time, part-time, and temporary workers. 
• Qualifying Reasons for Leave:  
  • • Personal or family illness, injury, or health conditions. 
    • Medical diagnosis, treatment, or preventive care. 
    • Addressing needs related to domestic violence, sexual assault, or stalking. 

Source: https://labor.alaska.gov/lss/ballot-1-faq-2025.html 

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Arkansas

Independent Contractor Classification Test Implementation 

Effective Date: April 1, 2025 

Arkansas has enacted Senate Bill 598, amending its employment laws to provide clearer guidance on the classification of independent contractors. This change introduces a 20-factor test to help determine whether a worker is an employee or an independent contractor. 

Key Changes: 

• The new test evaluates multiple aspects of the working relationship, including:
  • The degree of control exercised by the employer 
  • The worker’s investment in tools or equipment 
  • The opportunity for profit or loss 
  • The right to terminate the relationship 
  • Whether the worker offers services to the general public 
• The law applies to all businesses operating in Arkansas and is intended to reduce misclassification risks. 

Implications for Employers: Misclassifying workers can result in: 

• Legal penalties
• Back payment of taxes and benefits 
• Reputational harm 

This amendment provides a more structured framework for compliance and may affect how businesses engage with freelancers, consultants, and gig workers. 

Source: Arkansas Act 743 

Emotional Support Animal Property Ban Enactment 

Effective Date: July 12, 2025 

In April 2025, Arkansas passed Act 819, which gives private property owners and business owners the legal authority to ban emotional support animals (ESAs) from their premises. This law does not apply to service animals, which are protected under federal law. 

Key Provisions: 

• Property Rights: Private property owners may prohibit ESAs from entering their property unless federal law (like the Fair Housing Act) requires otherwise. 
• Business Premises: Business owners can ban ESAs by:
  • Verbally informing customers or visitors, or 
  • Posting a clearly visible sign at the entrance stating that ESAs are not allowed. 
• Liability Protection: Property and business owners are generally not liable for injuries caused by ESAs on their premises, unless gross negligence is involved. 

This law reflects a growing trend of distinguishing emotional support animals from service animals, which are trained to perform specific tasks for individuals with disabilities and are protected under the Americans with Disabilities Act (ADA). 

Source: Arkansas House Bill 1893 

Independent Contractor Classification Law Refinement 

Effective Date: July 12, 2025 

In May 2025, Arkansas updated its legal framework for determining whether a worker is an independent contractor or an employee. The amendment is part of the Empower Independent Contractors Act, and it aims to provide clearer guidance for businesses and workers. 

Key Changes: 

Refined Multi-Factor Test: 

• Arkansas continues to use a multi-factor test (similar to the IRS’ 20-factor test), but the amendment emphasizes freedom from control and independent business operation as primary criteria.

To qualify as an independent contractor, a worker must: 

• Be free from control and direction in performing the work, both contractually and in practice, and be customarily engaged in an independently established trade or business of the same nature
• Perform work outside the usual course of the hiring entity’s business or outside its places of business, or 

Clarification for Employers: 

• The law provides more detailed examples and guidance to help employers correctly classify workers. 
• Misclassification can lead to penalties, including back taxes and benefits.

UI Tax Implications: 

• For unemployment insurance (UI) purposes, if a worker does not meet the test, they must be classified as an employee, and the employer must pay UI taxes accordingly. 

This amendment is part of a broader national trend to clarify worker classification rules, especially in the gig economy. 

Source: Arkansas Division of Workforce Services 

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Colorado

Privacy Act Biometric Information Amendment 

Effective Date: July 1, 2025 

Effective July 1, 2025, an amendment to the Colorado Privacy Act imposes new requirements on companies that collect and use biometric information. Employers are required to obtain consent before collecting and using prospective and current employees’ biometric information and to adopt a policy addressing biometric information. 

While many of the new requirements do not apply to biometric information collected in the employment context, employers must conduct an audit of their current data handling practices to determine whether they collect biometric information and, if so, take steps to achieve compliance with the new law. 

Source: Littler – Colorado Biometrics Law Implications 

Anti-Discrimination Act Filing Period Extension 

Effective Date: August 6, 2025 

The Colorado Anti-Discrimination Act (“CADA”) has been amended (HB 22-1367) to extend the time within which a worker may allege a violation of CADA from 180 days to 300 days to file a charge. This change is consistent with the federal Equal Employment Opportunity Commission’s (EEOC) timeline. The amendments also expand the remedies available to employees who allege they have suffered age discrimination by permitting punitive damages to be collected, in addition, to reinstatement, back pay, front pay, and liquidated damages. Another key highlight from the amendments is the expanded definition of employee to include domestic workers. 

Source: Colorado Capitol Watch – HB25-1239 

Wage and Hour Law Retaliation Protection Expansion 

Effective Date: August 6, 2025 

Colorado has enacted House Bill 25-1001, which significantly amends the state’s wage and hour laws, including a notable expansion of retaliation protections for workers. Key highlights include: 

Key Changes in HB25-1001 

1. Expanded Definition of Employer: 
   • Now includes individuals who own or control at least 25% of a business 
2. Increased Wage Claim Limits:  
   • The cap for administrative wage claims will rise from $7,500 to $13,000 starting July 1, 2026, with further adjustments for inflation from 2028 onward 
3. Stronger Penalties for Misclassification:  
   • Employers misclassifying workers as independent contractors may face fines from $5,000 to $50,000 per employee, depending on the severity and whether the issue is corrected 
4. Expanded Retaliation Protections:  
   • Section 7 of the bill broadens anti-retaliation provisions to cover more types of protected activity and more individuals, not just employees 
   • It also requires that timing between a protected activity and any adverse action be considered when evaluating retaliation claims 
5. Public Disclosure and Government Notification:  
   • Employers found in violation will be listed publicly, and government agencies may be notified to take further action, such as revoking licenses 
6. Local Enforcement Empowered:  
   • Cities and counties are now explicitly allowed to enact and enforce their own wage laws 

These changes will take effect on August 6, 2025, and are designed to enhance worker protections, improve enforcement, and deter wage theft and retaliation. 

Source: Colorado Legislature – HB25-1001 

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Idaho

Medical Intervention Prohibition Expansion 

Effective Date: July 1, 2025 

This law prohibits most public and private entities in Idaho from requiring individuals to undergo medical interventions, including vaccinations, as a condition of service or employment, unless federally required. 

Scope of “Medical Intervention”: 

• The law defines “medical intervention” broadly to include vaccines, medications, procedures, and devices. 
• This means employers cannot mandate these interventions for hiring, continued employment, or workplace access. 

Source: Idaho State Legislature – Senate Bill 1210 

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Illinois

Cook County Mandatory Paid Leave Ordinance Revision 

Effective Date: April 10, 2025 

On April 10, 2025, the Cook County Board of Commissioners approved revisions to the county’s paid leave ordinance. 

Revisions to the ordinance include:  

• No Accrual of Paid Leave When Using Paid Leave: Paid leave will be accrued on hours worked only.
• Pay Date When Paid Leave Is Used: Previously , the ordinance required payment by the payday for the pay period during which the employee used leave. Now, payment will not be made until payday for the pay period after the pay period during which the employee used leave. 
• Additional Benefits When Using Paid Leave: The revised rules state that if employers choose to offer benefits like paid leave accrual, seniority, or health benefits when employees use statutory paid leave, they must provide these benefits as if the employee were performing regular work. 
• Use If Employee Is Suspended or Placed on Disciplinary Leave: Employers cannot require employees to use statutory paid leave, but they can choose to allow employees to use it under these circumstances. 

Source: Cook County, Illinois Further Revises Mandatory Paid Leave Rules | Littler 

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Iowa

Civil Rights Act Gender Identity Protection Removal 

Effective Date: July 1, 2025 

In February 2025, Iowa Governor Kim Reynolds signed a law removing gender identity as a protected class under the Iowa Civil Rights Act. This change means that transgender and nonbinary individuals in Iowa will no longer be protected from discrimination in areas such as employment, housing, education, and public accommodations based on their gender identity. 

While Iowa has removed gender identity as a protected class under state law, employers should note that gender identity remains protected under federal law, specifically Title VII of the Civil Rights Act of 1964. 

Key Points: 

• State Definitions: The new Iowa law defines “male” and “female” based on sex assigned at birth and clarifies that “sex” is not synonymous with gender identity. This allows sex-based distinctions in places like restrooms and locker rooms. 
• Federal Protections: Title VII, applicable to employers with at least 15 employees, prohibits employment discrimination based on gender identity, as affirmed by the U.S. Supreme Court in Bostock v. Clayton County. 
• Local Ordinances: Some municipalities in Iowa continue to prohibit discrimination based on gender identity. 
• Employer Guidance: Iowa employers should consult legal counsel to update policies and practices to ensure compliance with federal, state, and local laws regarding gender identity. 

Source: Jackson Lewis – Iowa Gender Identity Law 

Adoptive Parent Leave Protection Enhancement 

Effective Date: July 1, 2025 

Governor Kim Reynolds signed House File 248 into law, granting equal parental leave rights to adoptive parents. 

Key Provisions of HF 248: 

• Employers in Iowa are now required to treat adoptive parents of children up to six years old the same as biological parents of newborns for the purposes of:
  • Employment policies 
  • Benefits 
  • Job protections 
• These protections apply during the first year following the adoption. 
• The law aims to ensure that adoptive parents have adequate time to bond with their children, including time needed for travel and legal processes often involved in adoption. 

Implications for Employers: 

• Review and update your parental leave policies to ensure compliance with the new law.
• Ensure HR departments and managers are trained on the updated rights of adoptive parents. 
• Consider how this change may affect leave planning, benefits administration, and employee communications. 

Source: BillTrack50 – Iowa HF 248 

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Maryland

Online Data Privacy Act Implementation 

Effective Date: October 1, 2025 

Maryland passed the Online Data Privacy Act (MODPA), which will take effect on October 1, 2025. This law aims to regulate how businesses handle consumers’ personal data and grants Maryland residents several rights regarding their data. 

Key Points: 

1. Applicability: MODPA applies to businesses operating in Maryland or that provide products or services targeted to its residents, particularly those handling significant amounts of personal data.
2. Consumer Rights: Maryland residents can:
   • Request access to their personal data. 
   • Correct inaccuracies in their data. 
   • Delete their data. 
   • Opt out of the sale of their data or its use for targeted advertising. 
3. Business Obligations: Businesses must:
   • Provide clear privacy notices. 
   • Conduct data protection assessments for activities that pose a heightened risk to consumers. 
4. Exemptions: Financial institutions and data covered by other privacy laws like HIPAA and FERPA are excluded. 

Source: Workplace Privacy Report – Maryland Data Privacy Law 

Parental Leave Act Coverage Amendment 

Effective Date: October 1, 2025 

On May 6, 2025, Governor Wes Moore signed Senate Bill 785 into law, amending the Maryland Parental Leave Act (MPLA). This amendment, effective October 1, 2025, clarifies employer coverage and aims to reduce confusion between state and federal leave requirements. 

Key Changes: 

• FMLA-Covered Employers Exempt: Employers already covered by the federal Family and Medical Leave Act (FMLA) will no longer be subject to the MPLA. 
• The MPLA previously applied to Maryland employers with 15 to 49 employees, requiring up to six weeks of unpaid parental leave for the birth, adoption, or foster placement of a child. 
• The amendment excludes employers from MPLA coverage if they are covered by the FMLA, even if they fall within the 15–49 employee range, provided they met the FMLA threshold (50+ employees) in the current or previous year. 

Implications for Employers: 

• Review your employee headcount over the past two years to determine whether your organization is covered by the FMLA. 
• Update your leave policies to reflect this change and avoid unnecessary duplication of state and federal compliance efforts. 
• Train HR personnel to ensure accurate application of the correct leave law based on your organization’s size and coverage status. 

Source: Maryland Amends Parental Leave Law to Exempt FMLA Employers 

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Massachusetts

Pay Transparency Law Enactment 

Effective Date: July 31, 2025 

Governor Healey signed the salary range transparency act (H.4890), which increases equity and transparency in pay by requiring employers to disclose salary ranges and protecting employees’ rights to ask for salary ranges. 

Pay Range Disclosure: Employers with 25 or more employees must disclose pay ranges in all job postings , both internal and external. 

Data Reporting Requirements: Employers with 100 or more employees must submit annual workforce demographic data reports, including EEO-1 reports. 

Penalties for Non-Compliance: 

• First offense: Warning.
• Second offense: Fine up to $500. 
• Third offense: Fine up to $1,000. 
• Subsequent offenses: Higher penalties. 

This law aims to address pay disparities and promote a more equitable workplace environment in Massachusetts. 

Source: SHRM – Massachusetts Pay Transparency Law 

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Minnesota

Consumer Data Privacy Act Implementation 

Effective Date: July 31, 2025 

The Minnesota Consumer Data Privacy Act (MNCDPA) was signed into law on May 25, 2024, and will take effect on July 31, 2025. This law aims to protect the personal data of Minnesota residents and aligns with similar privacy laws in other states. 

Key Points: 

1. Applicability: The MNCDPA applies to businesses that:
   • Operate in Minnesota or target Minnesota residents. 
2. Consumer Rights: Minnesota residents have the right to:
   • Access their personal data. 
   • Correct inaccuracies in their data. 
   • Delete their data. 
   • Opt out of the sale of their data and its use for targeted advertising. 
3. Business Obligations: Businesses must:
   • Provide clear and transparent privacy notices. 
   • Conduct data protection assessments for high-risk processing activities. 
   • Maintain reasonable data security practices. 
4. Exemptions: The law exempts certain entities and data types, including:
   • Government entities, federally recognized Indian tribes, and small businesses. 
   • Data covered by other privacy laws such as HIPAA, FERPA, and the Gramm-Leach-Bliley Act. 

Impact: The MNCDPA enhances consumer protection and requires businesses to adopt robust data privacy practices, ensuring greater transparency and control over personal data for Minnesota residents. 

Source: White & Case – Minnesota Data Privacy Law 

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Missouri

Paid Sick Leave Program Launch 

Effective Date: May 1, 2025 

On May 1, 2025, Missouri paid sick leave took effect. 

Key points of this law: 

• Accrual of Earned Paid Sick Time: Employees accrue 1 hour of earned paid sick time for every 30 hours worked. The hours do not need to be worked consecutively. 
• Carry Over: Employees can carry over up to 80 hours of unused earned paid sick time at the end of the year. 
• Usage Limit: Employees can use up to 56 hours of accrued earned paid sick time. 
• Usage of Earned Paid Sick Time: Paid sick time can be used for personal illness, family care, emergencies, and other reasons recognized by state law. 
• Paid Out: Earned paid sick leave is not paid out at the end of the year or upon separation or termination. 

For additional information, please refer to our Missouri Paid Sick Leave communication. 

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Montana

Vaccination Status Discrimination Law Amendment 

Effective Date: October 1, 2025 

Montana has amended its antidiscrimination law—Mont. Code Ann. § 49-2-312—to reinforce and clarify protections against discrimination based on vaccination or immunity status. This law, originally enacted in response to COVID-19 vaccine mandates, has been upheld by the Ninth Circuit Court of Appeals and continues to generate legal and regulatory attention. 

Key Provisions: 

• Employers in Montana are prohibited from inquiring about or discriminating against employees or applicants based on their vaccination or immunity status.
• The law applies broadly across most employment sectors, with limited exceptions for certain healthcare settings such as nursing homes and hospitals. 
• The Ninth Circuit recently upheld the law in Montana Medical Assn. v. Knudsen, ruling that plaintiffs lacked standing to challenge it on federal preemption grounds. 

Source: Montana Code Annotated 49-2-312 

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Nebraska

Paid Sick Leave Program Adoption 

Effective Date: October 1, 2025 

Nebraska voters approved Initiative 436, which adopts the Nebraska Healthy Families and Workplace Act. This act requires private employers to provide paid sick leave to all employees effective October 1, 2025 . This law is applicable to all employees that work in Nebraska for at least 80 hours in a calendar year. 

Key details include:  

1. Accrual: Employees will earn one hour of paid sick leave for every 30 hours worked. 
2. Usage Limits: Up to 56 hours in a calendar year. 
3. Carryover: Unused paid sick leave can be carried over to the following year up to 56 hours. 
4. Eligibility: All employees, including part-time and temporary workers, are eligible to accrue paid sick leave. 
5. Usage: Paid sick leave can be used for the employee’s own illness, medical appointments, or to care for a family member. 

Please reach out to People2.0 Human Resources team at HR@People20.com if you have any additional questions. 

Resources: SHRM – Nebraska Paid Sick Time Law 

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New Hampshire

Nursing Mother Accommodation Requirement Implementation 

Effective Date: July 1, 2025 

Effective July 1, 2025, New Hampshire House Bill 358 requires employers to provide nursing mothers with an unpaid break of 30 minutes for every three hours of work to express breast milk. Employers must also provide a private space, other than a bathroom, that is shielded from view and free from intrusion, where the employee can express breast milk. This law ensures that nursing mothers have the necessary time and space to express breast milk, promoting a supportive work environment for new mothers. 

If complying with these provisions causes an undue hardship considering the size, financial resources, nature, and structure of the business, the employer may meet with the employee to agree upon a reasonable alternative. Employers with fewer than 50 employees are not subject to these requirements if they would impose an undue hardship. 

Source: SHRM – New Hampshire Nursing Mother Accommodations 

Additional Resource: Break Time for Nursing Mothers Fact Sheet 

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New Jersey

Pay and Benefit Transparency Act Launch 

Effective Date: June 1, 2025 

As of June 1, 2025, the New Jersey Pay and Benefit Transparency Act (NJPBTA) became officially effective . This new law is designed to promote pay equity and transparency in the workplace. 

Employers with 10 or more employees in New Jersey are affected and the law applies to both in-state and remote roles that may be filled by New Jersey residents. 

Key Requirements: 

1. Job Postings Must Include:  
   • A salary or hourly wage range. 
   • A general description of benefits, such as health insurance, paid time off, and retirement plans. 
2. Promotional Opportunities: 
   • Employers must notify current employees of most promotional opportunities before or at the same time as external candidates. 

Why It Matters Failure to comply can result in penalties, legal exposure, and reputational risk. Transparency is not just a legal requirement—it’s also a competitive advantage in today’s job market. 

How to Prepare 

• Audit your job postings to ensure they include required pay and benefits information.
• Review internal promotion policies to ensure timely communication with current employees. 
• Train HR and hiring managers on the new requirements. 

Source: Navigating New Jersey’s Pay Transparency Act, Effective June 1‎ | Troutman Pepper Locke 

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New York

Warehouse Worker Injury Reduction Act Implementation 

Effective Date: June 1, 2025 (Assessment by June 19, 2025) 

The New York Warehouse Worker Injury Reduction Act, signed into law by Governor Kathy Hochul, became effective on June 1, 2025. This law mandates that warehouse employers with at least 100 employees at a single distribution center or 1,000 employees across multiple centers in New York State develop formal injury reduction programs. These programs aim to minimize the risks of musculoskeletal injuries through comprehensive evaluations and training. Employers must enlist the help of a qualified ergonomist to evaluate risk factors and provide a written assessment by June 19, 2025 . 

The injury reduction program must include worksite evaluations, control of exposures, employee training, on-site medical and first aid practices, and employee involvement. Employers are required to provide annual training in a language and vocabulary that employees understand, covering topics such as symptoms of musculoskeletal injuries, risk factors, methods to reduce these risks, and the rights and functions of workplace safety committees. Additionally, employers with on-site medical or first aid providers must consult with a licensed medical consultant to ensure compliance with accepted medical practices. 

For detailed information, please refer to our warehouse workers’ injury communication. 

COVID-19 Paid Leave Program Expiration 

Effective Date: July 31, 2025 

COVID-19 paid leave , effective from January 1, 2020, will expire on July 31, 2025. After this date, employees needing time off for COVID-19 quarantine or isolation must use their existing paid leave options, such as New York State Paid Sick Leave and New York City’s Earned Sick and Safe Time. 

Source: COVID-19 Paid Leave: Guidance for Employers | Paid Family Leave 

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Ohio

Electronic Labor Law Notice Authorization 

Effective Date: July 21, 2025 

In April 2025, Ohio Governor Mike DeWine signed Senate Bill 33 into law, allowing employers to post certain state-required labor law notices online instead of physically displaying them in the workplace. 

Key Highlights: 

• Effective Date: The law is expected to take effect in July 2025, 90 days after being filed with the Secretary of State. 
• Scope: Applies only to state-level labor law posting requirements. Federal posting obligations remain unchanged. 
• Eligible Notices:  
  • Minor Labor Law (abstract only) 
  • Minimum Fair Wage Standards Law 
  • Anti-Discrimination and Civil Rights Law 
  • Prevailing Wage Law 
  • Workers’ Compensation Law 
  • Public Employment Risk Reduction Program Law 

Requirements: 

• Notices must be posted online in a manner accessible to employees. 
• Employers must ensure that employees are aware of and can access the digital postings. 

This change is designed to modernize compliance practices, especially for remote and hybrid workplaces, and reduce administrative burdens for employers. 

Source: Senate Bill 33 | 136th General Assembly | Ohio Legislature 

Cleveland Salary History and Transparency Law Enactment 

Effective Date: October 27, 2025 

The Cleveland City Council passed an ordinance that prohibits Cleveland businesses with fifteen or more employees within the city limits from inquiring about salaries and requires such businesses to provide salary information in job postings. 

The ordinance allows employers to cure violations without receiving a civil monetary penalty but provides for civil penalties up to $5,000 for refusal to comply and multiple violations. 

Source: Cleveland City Council Legislation 

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Oregon

Paid Family and Medical Leave Program Amendment 

Effective Date: September 24, 2025 

Oregon has amended its Paid Family and Medical Leave (PFML) program, with changes set to take effect on September 24, 2025. These updates aim to improve administration, clarify responsibilities, and enhance worker protections. 

Key highlights include:  

1. Clarified Administrative Oversight: 
   • Senate Bill 69 (SB 69) designates the Bureau of Labor and Industries (BOLI) as responsible for oversight of retaliation and discrimination provisions under the PFML laws 
2. Coordination with OFLA:  
   • The amendments further align the PFML program with the Oregon Family Leave Act (OFLA), especially in terms of employer responsibilities and employee rights 
3. Improved Enforcement and Appeals:  
   • The Oregon Employment Department (OED) and BOLI will coordinate enforcement, appeals, and education efforts to ensure smoother administration and better support for both employers and employees 
4. Support for Small Employers and Self-Employed:  
   • Continued support and optional participation for small employers and self-employed individuals, including grants and election options 
5. Job Protection and Leave Duration:  
   • Employees remain eligible for up to 12 weeks of paid leave (14 weeks in certain pregnancy-related cases), with job protection if they’ve worked for the same employer for at least 90 days 

Source: Oregon Legislative Information System – SB69 

Age-Related Hiring Inquiry Prohibition Implementation 

Effective Date: September 28, 2025 

Oregon has amended its antidiscrimination statute to prohibit pre-employment inquiries that may elicit information about a job applicant’s age. The statute prohibits employment discrimination on the basis of age, and the amendment prohibits an employer or an employment agency from asking for an applicant’s age, date of birth, dates of educational institution attendance, or graduation date unless: 

• An initial interview was already completed; or
• If there was no initial interview, a conditional employment offer was already extended. 

These restrictions do not apply when such information is required to affirm the applicant meets bona fide occupational qualifications or to comply with any federal, state, or local rule or regulation. 

The amendment also repeals a provision that allowed apprenticeship programs to exclude older applicants. Apprenticeship programs will no longer be allowed to reject an apprentice because they would be unable to complete required apprenticeship training before the age of 70. 

Source: Oregon Legislature – Age Discrimination Protection 

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Vermont

Compensation Disclosure Law Implementation 

Effective Date: July 1, 2025 

The Compensation Disclosure Law is Vermont’s new pay transparency legislation. It applies to employers with 5 or more employees, if at least one works in Vermont. 

• Requirement: Employers must include a good faith wage or salary range in all job postings for:
  • Positions located in Vermont 
  • Remote positions tied to a Vermont-based office or work location 

The purpose of this bill is to promote pay equity and transparency, and reduce wage discrimination. 

Source: ACT155 As Enacted.pdf 

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Virginia

Hospital Workplace Violence Reporting Requirement Implementation 

Effective Date: July 1, 2025 

Virginia’s new law, effective July 1, 2025, mandates hospitals to establish a comprehensive workplace violence incident reporting system. This system requires hospitals to document, track, and analyze incidents of workplace violence, including details such as the date, time, description of the incident, and the job titles of affected employees. The law aims to improve violence prevention through education, de-escalation training, risk identification, and planning. 

Hospitals must inform all employees about the reporting system, including guidelines on when and how to report incidents. Reports must be maintained for at least two years and include comprehensive details about each incident, including: 

1. The date and time of the incident; 
2. A description of the incident, including the job title(s) of affected employee(s); 
3. Whether the perpetrator was a patient, visitor, employee, or other person; 
4. A description of where the incident occurred; 
5. Information relating to the incident, including whether it involved a physical attack with or without a weapon or object, a threat of physical force or use of a weapon or other object with the intent to cause bodily harm, sexual assault or threat of sexual assault, or “anything else” not specifically enumerated; 
6. The response to and any consequences of the incident, including whether security or law enforcement was contacted and, if so, their response and whether the incident resulted in a change to hospital policy; and 
7. Information about the individual who completed the report, including name, job title, and date of completion. 

Additionally, hospitals are required to report incident data quarterly to their chief medical and nursing officers and annually to the Department of Health starting July 1, 2026. This ensures systematic reporting and analysis of workplace violence incidents. 

The State Board of Health will establish regulations for annual reporting, and the Virginia Secretary of Health and Human Resources will provide recommendations on data collection and reporting by November 1, 2025. These measures aim to enhance the safety of healthcare workers by ensuring a structured approach to documenting and addressing workplace violence. 

Source: Littler – Virginia Hospital Violence Reporting 

Non-Compete Agreement Compensation Threshold Adjustment 

Effective Date: July 1, 2025 

Virginia has amended its non-compete statute to raise the compensation threshold that defines a “low-wage employee.” This change affects which employees are protected from non-compete agreements under Virginia law. 

• The annual compensation threshold for “low-wage employees” has increased from $73,320 to $76,081. 
• This adjustment reflects updates to the state’s Average Weekly Wage, as determined by the Virginia Department of Labor and Industry (DOLI). 
• Employers are prohibited from entering into or enforcing non-compete agreements with employees earning below this threshold. 

Implications for Employers: 

• Employers must review compensation levels and non-compete agreements to ensure compliance.
• Non-compete clauses in contracts with employees earning under $76,081 annually may be unenforceable. 
• This law applies to non-exempt employees and is part of Virginia’s broader effort to limit restrictive covenants in employment contracts. 

Source: Littler – Virginia Non-Compete Threshold 

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Washington

Equal Pay and Opportunities Act Amendment 

Effective Date: July 27, 2025 

Governor Bob Ferguson signed Senate Bill 5408 into law, amending the EPOA. These changes will take effect on July 27, 2025, and are intended to clarify employer responsibilities, reduce litigation risk, and provide a more balanced enforcement framework. 

Key Amendments to the EPOA: 

1. Notice and Cure Period (2025–2027) Employers will now have to correct noncompliant job postings after receiving written notice. If corrected within this period, no damages or penalties will be assessed. 
2. Fixed Pay Option Employers may now list a single fixed pay amount in job postings instead of a wage range, provided only one amount is offered (e.g., for internal transfers or fixed-salary roles). 
3. Clarified Remedies Affected applicants may choose either:
   • Administrative remedies (civil penalties up to $1,000 and statutory damages between $100–$5,000), or 
   • A private civil action for statutory damages and attorneys’ fees. 
4. Exemptions for Unintentional Postings Job postings that are digitally replicated without the employer’s consent are exempt from the pay disclosure requirements. 

Source: Washington Governor Signs Bill Making Key Changes to Equal Pay and Opportunities Act – Ogletree 

Personnel File Access Law Amendment 

Effective Date: July 27, 2025 

Governor Bob Ferguson signed House Bill 1308 into law, amending the state’s rules on employee access to personnel files. These changes will take effect on July 27, 2025. 

Key Changes Under HB 1308: 

1. Definition of Personnel File The law now provides a clear definition of what constitutes a personnel file. It includes:
   • Job applications 
   • Performance evaluations 
   • Finalized disciplinary records 
   • Leave and accommodation records 
   • Payroll documents 
   • Employment agreements 

Records related to criminal investigations or prepared in anticipation of litigation are excluded. 

2. Access and Timing Requirements Employers must now provide a copy of the personnel file within 21 calendar days of a written request. This applies to both current and former employees, who may also designate a representative to receive the file. 

3. Written Discharge Statements Upon request, employers must provide a signed, written statement within 21 calendar days stating:  

• • The effective date of discharge 
  • Whether there was a reason for the discharge 
  • If so, the reason(s) for termination 

Employer Action Steps: 

• Review and update your personnel file policies and procedures. 
• Train HR staff on the new access and response timelines. 
• Ensure secure and organized recordkeeping, especially for accommodation and leave records, which may also be subject to federal confidentiality rules (e.g., ADA). 
• Prepare templates for discharge statements to ensure timely compliance. 

This amendment enhances transparency for employees while placing new compliance obligations on employers. Legal counsel should be consulted to ensure alignment with both state and federal requirements. 

Paid Sick Leave Immigration Proceeding Expansion 

Effective Date: July 27, 2025 

The amendment takes effect on July 27, 2025, and allows employees to use accrued paid sick leave for immigration-related proceedings. 

Key Provisions of HB 1875: 

1. Expanded Leave Eligibility Employees may now use paid sick leave to:
   • Prepare for or participate in judicial or administrative immigration proceedings. 
   • Support a family member involved in such proceedings. 
2. Definition of Family Member The law defines “family member” broadly to include:
   • Child, grandchild, grandparent, parent, sibling, or spouse 
   • Individuals who reside in the employee’s home or rely on the employee for care. 
3. Verification Requirements Employers may request documentation, which may include:
   • A statement from an immigration advocate, attorney, clergy member, or other professional 
   • A written statement from the employee 

Employers must not require disclosure of personally identifiable immigration status information. 

Implications for Employers: 

• Update your sick leave policies and employee handbooks to reflect the expanded qualifying uses. 
• Train HR and management staff on the new provisions and acceptable forms of verification. 
• Ensure confidentiality and compliance with privacy protections when handling immigration-related leave requests. 

This amendment reflects Washington’s continued commitment to supporting immigrant communities and ensuring equitable access to workplace protections. 

Source: Gov. Signs Paid Sick Leave Expansion for Immigration Proceedings Into Law — Osman Salahuddin 

Mini-WARN Act Implementation 

Effective Date: July 27, 2025 

On July 27, 2025, the Securing Timely Notification and Benefits for Laid-Off Employees Act—commonly referred to as the Mini-WARN Act—took effect. This law introduces new obligations for employers regarding advance notice of mass layoffs and business closures. 

Key Provisions of Washington’s Mini-WARN Act: 

1. Broader Employer Coverage  
   • Applies to private-sector employers with 50 or more full-time employees in Washington. 
   • This is a lower threshold than the federal WARN Act, which applies to employers with 100 or more employees. 
2. Triggering Events Employers must provide 60 days’ written notice before:
   • A mass layoff affecting 50 or more full-time employees within a 30-day period. 
   • A business closure, whether temporary or permanent, at a single site. 
3. Notice Recipients Notices must be provided to:
   • Affected employees 
   • Any applicable union representatives 
   • The Washington State Employment Security Department (ESD) 
   • Local elected officials in the affected jurisdiction 
4. Notice Content Requirements Notices must include:
   • Company and site information 
   • Whether the action is temporary or permanent 
   • Dates of job losses 
   • Job titles and names of affected employees 
   • Whether the action is due to relocation or outsourcing 
5. Exemptions Similar to the federal WARN Act, exemptions apply for:
   • Unforeseeable business circumstances 
   • Natural disasters 
   • Faltering companies actively seeking capital 
6. Special Provision for Employees on Leave Employees on Washington Paid Family and Medical Leave cannot be included in a layoff notice unless:
   • The entire business is closing, or 
   • A valid exemption applies 

Source: Ogletree Deakins – Washington Mini-WARN Act 

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West Virginia

Unemployment Benefits Drug Testing Disqualification Expansion 

Effective Date: July 2, 2025 

West Virginia will implement changes to its unemployment compensation laws under House Bill 2441. This legislation expands the circumstances under which individuals may be disqualified from receiving unemployment benefits due to drug or alcohol use. 

Key Provisions of HB 2441: 

• Employees discharged for failing a random drug or alcohol test may now be disqualified from receiving unemployment benefits. 
• The disqualification applies specifically to positions deemed “safety-sensitive,” where substance use poses a risk to the health and safety of the employee or others. 
• This amendment builds upon existing law, which already disqualifies individuals for being intoxicated at work, refusing a drug test, or tampering with test results. 

Implications for Employers: 

• Employers should review and clearly define which roles are considered safety-sensitive. 
• It is advisable to update employee handbooks and drug testing policies to reflect these changes. 
• Ensure that drug testing procedures are compliant with state and federal laws, especially regarding due process and documentation. 

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Looking Ahead: Future Legislative Changes 

• Alabama – Portable Benefits Accounts for Independent Contractors (Effective December 31, 2025)  
• Indiana – Consumer Data Protection Act (Effective January 1, 2026) 
• Kentucky – Consumer Data Protection Act (Effective January 1, 2026)  
• Maine – Paid Family and Medical Leave Law (Effective January 1, 2026) 
• Maryland – Paid Family and Medical Leave Program (Effective January 1, 2026) Note: Benefits begin January 1, 2028. 
• Minnesota – Paid Family and Medical Leave Statute (Effective January 1, 2026) 
• Minnesota – Paid Leave Act Expansion (Effective January 1, 2026) 
• New York – Protected Categories Constitutional Amendment (Effective December 16, 2025) 
• New York – Call Center Employee Protection Law (Effective December 21, 2025) 
• Oregon – Payroll Transparency Law (Effective January 1, 2026) 
• Washington – Washington Cares Program Amendment (Effective January 1, 2026) 
• Washington – Hate Crime Victim Leave and Accommodation Extension (Effective January 1, 2026)
• Washington – Isolated Employee Harassment Protection Amendment (Effective January 1, 2026) 
• Washington – Paid Family and Medical Leave Amendment (Effective January 1, 2026)

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Canada

Alberta

Workplace Violence and Harassment Prevention Amendment 

Effective Date: December 4, 2024 

On December 4, 2024, the Government of Alberta implemented extensive amendments to the Occupational Health and Safety Code through Ministerial Order 2024-12. While there are many changes throughout the Code resulting from this Ministerial Order, the ones of most interest to employers in Alberta concern Part 27 — Violence and Harassment. 

Key Changes: 

Violence and Harassment Reclassification 

• Section 389 of the Code has been repealed, meaning violence and harassment are no longer categorized as “hazards.” 
• As a result, the requirements under Part 2 of the Code no longer directly apply to violence and harassment in the workplace, and a hazard assessment does not need to be completed before work begins on the worksite. 
• However, amendments to Part 27 import many of the same language and concepts from Part 2. 

Streamlined Prevention Plan Requirements Part 27 now requires employers to have a single violence and harassment prevention plan. The plan must include: 

• Measures to eliminate or, if not reasonably practicable, control the hazards of violence and harassment to workers; 
• Procedures to inform workers about the nature of the hazard of violence and harassment; and 
• Clear procedures for reporting violence and harassment and how complaints and incidents will be investigated. 

As before, the plan must also address measures the employer will take to protect the confidentiality of parties involved and when disclosure of that information will be required. 

Updated Review Requirements remain in Part 27 to review and, if necessary, revise the prevention plan every three years, or if the joint health and safety committee/ representative requests a review. However, an incident of violence or harassment no longer automatically triggers a review unless the incident indicates a review is required. Additionally, a review is now required where there is a change to the work or work site that could affect the potential for violence or harassment to occur. 

Source: Carbert Waite LLP – Alberta Violence and Harassment Prevention Changes 

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British Columbia

Sick Note Request Limitation Amendment 

Effective Date: 2025 (specific date to be proclaimed)  

The B.C. government has passed Bill 11, the Employment Standards Amendment Act, 2025, which limits an employer’s ability to request a doctor’s note for short-term, health-related absences. 

Key Provisions: 

• The terms “specified circumstances” and “short-term basis” have not yet been formally defined. 
• Draft regulations are expected to clarify these definitions prior to the 2025 influenza season. 
• According to the Minister of Labour, this amendment is intended to apply to very short absences. 
• For longer leaves, return-to-work, or accommodation processes, employers should still be able to request medical information. 

Source: Kent Employment Law – B.C. Sick Note Law 

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Nova Scotia

Stronger Workplaces for Nova Scotia Act Implementation 

Effective Dates: Multiple dates throughout 2025 

The Government of Nova Scotia has passed Bill 464, the Stronger Workplaces for Nova Scotia Act (2024), aimed at enhancing worker health, safety, and well-being across the province. This legislation amends three key statutes: the Labour Standards Code (LSC), the Occupational Health and Safety Act (OHSA), and the Workers’ Compensation Act (WCA). 

Labour Standards Code Amendments 

Effective Date: January 1, 2025 

Serious Illness Leave Implementation

• Bill 464 introduces a new statutory leave of absence: The Serious Illness Leave. 
• Eligible employees are entitled to unpaid leave of up to 27 weeks if they are diagnosed with a serious illness or suffer a serious injury. 
• The Serious Illness Leave cannot last beyond 27 weeks within any 52-week period (exceptions may apply). 
• Leave eligibility: Employees are eligible for this statutory leave once they have completed at least three (3) months of employment. 
• Future regulations will determine the scope of the information that employers may request from the employee. Until then, employers may request information that they deem reasonable in the circumstances. 

Enhanced Sick and Family Responsibility Leave  

• The period of statutory sick leave has been increased to five unpaid days per year from three unpaid days. 
• Additionally, Bill 464 now provides for another three days of unpaid leave to care for a sick or injured child, parent, or family member, or for medical, dental, or other similar appointments that may occur during work hours. 
• Employees should provide notice of these leaves of absence to their employer as soon as possible. 
• To be compliant with these amendments to the LSC, employers in Nova Scotia must review and modify workplace policies, especially those related to leaves of absence . 

Occupational Health and Safety Act Amendments 

Effective Date: September 1, 2025 

Expanded Health and Safety Definition  

• The definition of “health and safety” now explicitly includes both physical and psychological health and safety in the workplace. 

Mandatory Workplace Harassment Policy Implementation  

• All provincially regulated employers must develop and implement a formal Workplace Harassment Prevention Policy, in addition to any existing workplace violence policies. 

Clarified Right to Refuse Unsafe Work  

• Clarifies that employees who refuse unsafe work may be reassigned to alternative duties without such reassignment constituting a reprisal under the Act. 

Workers’ Compensation Act Amendments 

Effective Date: July 15, 2025 

Enhanced Return to Work Duties  

• Establishes new duties for both employers and employees to cooperate in the early and safe return to work of injured workers. 

Employer Responsibilities: 

• Contact the injured worker as soon as reasonably possible after the injury occurs and maintain ongoing communication. 
• Attempt to provide suitable and available work that may restore the employee’s pre-injury earnings, where possible. 
• Supply any return-to-work-related information requested by the Workers’ Compensation Board. 
• Comply with future regulations as they are introduced. 

Employee Responsibilities: 

• Contact their employer as soon as reasonably possible after an injury and maintain open communication throughout recovery. 
• Assist, as necessary, in identifying suitable, available work opportunities. 
• Provide any return-to-work-related information requested by the Board. 
• Comply with any additional requirements established by future regulations. 

Source: Peninsula Group – Nova Scotia Stronger Workplaces Act Guide 

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Ontario

Long-Term Illness Leave Implementation 

Effective Date: June 19, 2025 

On December 19, 2024, Ontario’s Working for Workers Six Act, 2024 (Bill 229) received Royal Assent. 

The following amendment to the Employment Standards Act, 2000 (ESA) is coming into force June 19, 2025: 

• An employee with at least 13 weeks of service is entitled to an unpaid leave of up to 27 weeks if the employee is unable to perform the duties of their position because of a serious medical condition. 
• The leave is job protected, meaning the employer must hold the employee’s job for them while they are on leave and reinstate them upon their return. 
• There is no requirement that the weeks be consecutive. 

Future Amendment: An additional amendment will come into force on a date to be proclaimed in the future: 

• An employee with at least 13 weeks of service will be entitled to an unpaid leave of up to 16 weeks following the placement or arrival of a child into the employee’s custody, care, and control through adoption or surrogacy. 

For questions, please contact HRCanada@people20.com. 

Public Job Posting and Recordkeeping Requirements 

Effective Dates: July 1, 2025, and January 1, 2026 

These new requirements will come into effect in two phases: July 1, 2025, and January 1, 2026, and will apply to employers with 25 or more employees. 

Employment Information for New Hires 

Effective Date: July 1, 2025 

Employers are required to provide employees with the following information, in writing, before their first day of work, or if that is not practicable, as soon as reasonably possible: 

• The legal name of the employer, as well as any operating or business name of the employer if different from the legal name; 
• Contact information for the employer, including address, telephone number, and one or more contact names; 
• A general description of where it is anticipated that the employee will initially perform work; 
• The employee’s starting hourly or other wage rate or commission, as applicable; 
• The pay period and pay day established by the employer; and 
• A general description of the employee’s initial anticipated hours of work. 

The employment information requirements do [not] apply to the following: 

• Employers with fewer than twenty-five (25) employees on the employee’s first day of work; or 
• An employee who is an assignment employee. 

For greater clarity, “assignment employees” are defined in the ESA as employees employed by a temporary help agency for the purpose of being assigned to perform work on a temporary basis for clients of the agency. 

Job Posting Requirements 

Effective Date: January 1, 2026 

New ESA requirements for publicly advertised job postings were introduced through the Working for Workers Four Act, 2024, and Working for Workers Five Act, 2024, and a recently published regulation provides important details regarding the scope of the new obligations. 

Definition of Publicly Advertised Job Posting: A publicly advertised job posting is defined as an external job posting that an employer or a person acting on behalf of an employer advertises to the general public in any manner, but does not include: 

• A general recruitment campaign that does not advertise a specific position;
• A general help wanted sign that does not advertise a specific position; 
• A posting for a position that is restricted to existing employees of the employer; or 
• A posting for which work is to be (i) performed outside Ontario or (ii) performed outside Ontario and in Ontario, and the work performed outside Ontario is not a continuation of work performed in Ontario. 

Required Job Posting Elements: 

• Compensation range: Employers must include information about the expected compensation or the range of expected compensation for the position in the job posting. If a range is provided, the difference between the top and bottom compensation rates must not exceed $50,000 (e.g., $70,000 to $120,000). Compensation for the purposes of the job posting includes what would be considered “wages” as defined in section 1 of the ESA. Employers will have to carefully consider what compensation could be excluded from the range (if they so desire). 

This requirement does not apply where the job posting is for a position that has an expected annual compensation of more than $200,000 or where the position has a range of compensation that ends at an amount of more than $200,000. 

• Canadian experience: Employers must not include any requirements related to Canadian experience in the posting or application form. 
• Artificial intelligence: Employers who use artificial intelligence to screen, assess, or select applicants for the position must include a statement in the job posting disclosing the use of artificial intelligence. 

Artificial intelligence is defined as a machine-based system that, for explicit or implicit objectives, infers from the input it receives in order to generate outputs such as predictions, content, recommendations, or decisions that can influence physical or virtual environments. 

• Existing vacancy: The job posting must include a statement disclosing whether the posting is for an existing vacancy or not. 
• Information after interview: If an employer interviews an applicant for a position in a job posting, the employer must, within 45 days after the date of the last interview, inform the applicant of whether a hiring decision has been made in respect of the job posting. 
• Record retention: Employers must retain job postings and any associated application forms, as well as the information provided to applicants after an interview, for a period of three years. 

For questions, please contact HRCanada@people20.com. 

Clean Washroom Standards Implementation 

Effective Date: July 1, 2025 

Ontario’s Bill 190, Working for Workers Five Act, 2024, amended the Occupational Health and Safety Act (OHSA) to add new washroom facility-related requirements for employers and constructors on construction projects. 

Regulation 480/24 — Washroom Facilities — Records of Cleaning (Regulation #1)

Regulation #1 clarifies that employers and constructors can meet their obligation to make washroom cleaning records available by ensuring that: 

• The record is posted in a conspicuous place in or near the washroom facility to which the record pertains where it is likely to come to the attention of workers; or 
• The record is posted electronically where it can be accessed by workers, and workers are provided with direction on where and how to access the record. 

Regulation #1 also provides that this record must include the date and time of the two most recent cleanings of the washroom facility. 

Regulation 482/24 — Washroom Facilities — Construction Projects (Regulation #2)

Regulation #2 amends O. Reg. 213/91 (Construction Projects) under OHSA by revoking s. 29(12) and substituting a new s. 29(12). The new s. 29(12) requires a constructor to keep a record of the servicing, cleaning, and sanitizing services of any toilet, urinal, and clean-up facilities. It also stipulates this record must include the date of all services for the past six months or the duration of the project, whichever is shorter. 

Accordingly, effective January 1, 2026, a constructor will be required to satisfy its obligations under both Regulation #1 and Regulation #2. 

Source: Littler – Ontario OHSA Washroom Regulations 

Digital Platform Workers’ Rights Act Launch 

Effective Date: July 1, 2025 

Beginning July 1, 2025, Ontario’s new Digital Platform Workers’ Rights Act (DPWRA) introduces stronger protections for gig workers employed through online platforms (e.g., ride-sharing, delivery apps, freelance marketplaces). Key provisions include: 

• Transparency: Workers must receive clear information on pay calculations, work assignments, and performance ratings. 
• Recurring Pay: Platforms must establish consistent pay periods and paydays. 
• Minimum Wage Guarantee: Workers must be paid at least Ontario’s minimum wage for each assignment. 
• Platform Access Rights: Workers must receive a written explanation and two weeks’ notice if they are removed from a platform. 
• Local Dispute Resolution: All work-related disputes must be resolved within Ontario. 
• Record Keeping Requirements: Platforms must maintain detailed worker records for three years after termination of access. 

Source: Filion Wakely Thorup Angeletti LLP – Digital Platform Workers’ Rights 

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Prince Edward Island

Temporary Foreign Worker Protection Act Implementation 

Effective Date: April 1, 2025 

The Temporary Foreign Worker Protection Act is being launched in phases. The first phase, which introduced new protections for temporary foreign workers and a new license requirement for recruiters, came into force on April 1, 2025. 

This phase of the Act introduces several new requirements for employers and recruiters, including: 

• Recruiters and employers cannot provide false or misleading information relating to recruitment services; immigration; immigration services; employment; or housing. 
• Recruiters and employers cannot take possession of, or retain, a foreign worker’s passport or any official documents, unless it is for temporarily copying the document or recording its information. 
• Recruiters and employers cannot misrepresent employment opportunities, including details of the position; duties; length of employment; wages and benefits; or other terms. 
• Recruiters and employers cannot threaten deportation or any other action where there is no lawful cause. 

Recruiters have additional requirements under the Act, including: 

• Recruiters cannot charge fees and expenses for recruitment services to foreign workers. 
• Recruiters that help employers to find foreign workers must be licensed. 
• Recruiters must have a written contract with each employer and foreign worker. 

Source: Government of Prince Edward Island – Temporary Foreign Worker Protection 

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Saskatchewan

Saskatchewan Employment Act Amendment (Bill No. 5) 

Effective Date: Date to be proclaimed 

The Government passes amendments to the Saskatchewan Employment Act — Bill No. 5 

Here is a summary of the key changes that Saskatchewan employers need to understand : 

Medical Note Request Limitations Employers are limited in when they can request a medical certificate for employee absences due to illness or injury (whether the employee’s own or that of an immediate family member). A request may only be made if: 

• The employee has been absent for more than five consecutive working days, or 
• The employee has had two or more non-consecutive absences within the preceding 12 months. 

Extended Sick Leave Entitlements Employees have access to up to 27 weeks of unpaid, job-protected long-term sick leave, up from the previous 12 weeks. This aligns provincial job protection provisions with federal Employment Insurance (EI) sickness benefits. 

Expanded Bereavement Leave The legislation clarifies that bereavement leave can now be taken in the event of a pregnancy loss. It also extends the time frame within which employees can take their five days of unpaid bereavement leave to within six months of the death or pregnancy loss, providing greater flexibility for affected employees. 

Maternity Leave Changes Maternity leave entitlement has been expanded to cover employees who experience a pregnancy loss up to 20 weeks before the estimated due date. 

New Interpersonal Violence Leave Employees experiencing interpersonal or sexual violence are entitled to new unpaid leave of up to 16 weeks, to be taken in one continuous period within a 52-week timeframe. This is in addition to the existing entitlement of 10 days (five paid and five unpaid), which may be taken consecutively or intermittently. Leave may be used for purposes such as accessing medical or counseling services, relocating, or seeking legal or law enforcement assistance. 

Gratuity (Tips) Protections Employers are prohibited from withholding, deducting, or requiring the return of tips or gratuities, unless expressly permitted by law. The amendments also provide regulatory authority to define “gratuities” and set conditions for permissible tip pooling arrangements. Specific regulatory details are pending at this time. 

Flexible Definition of Overtime ‘Day’ Employers may now define a “workday” for overtime purposes as either a calendar day or a 24-consecutive-hour period. Regardless of the definition chosen, employees must still receive at least eight consecutive hours of rest in any 24-hour period. Employers must clearly communicate their chosen definition to employees when providing work schedules. 

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Other Notable Changes 

Wage Payment Clarifications Employers may pay wages in cash, and are not required to pay vacation pay on periods covered by statutory pay in lieu of notice. 

Part-Time Overtime Rules Part-time employees have overtime calculated based on their scheduled hours, rather than the default eight-hour workday. 

Variances for Non-Union Workplaces Non-unionized employers may apply to the Director of Employment Standards for variances to meal break and scheduling notice requirements, provided they have written employee consent. Unions may also negotiate similar variances directly with employers. 

Retail Employee Rest Periods The requirement for two consecutive days off per week for retail workers has been revised to one day off per week, aligning this industry with other sectors. 

Permissible Payroll Deductions With employee consent, employers may now deduct amounts for salary advances, voluntary training, and housing allowances from wages. 

Enhanced Enforcement for Discriminatory Actions The Director of Employment Standards has expanded authority to order remedies if an employer takes discriminatory action against an employee, including: 

• Reinstatement of the employee
• Payment of lost wages 
• Removal of disciplinary records 

These orders are immediately enforceable, even if under appeal, unless set aside by an adjudicator or the Director. 

Mass Termination Notification Threshold Increase Employers are required to notify affected employees, the Minister, and any relevant union when terminating 25 or more employees within a four-week period. Previously, the threshold was 10 employees. 

Source: MLT Aikins – Saskatchewan Employment Act Amendments 

For questions about how these changes may affect your operations, please contact your local People2.0 representative or the Human Resources team. For the US HR team you may contact HR@People20.com and Canada HR team at hrcanada@people20.com. 

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DISCLAIMER 

The information provided in this alert does not, and is not intended to, constitute legal advice; rather, all information, content, and materials available on this site are for general informational purposes only. Information on this update is not intended to be comprehensive and may not constitute the most up-to-date legal or other information. This update contains links to other third-party websites. Such links are only for the convenience of the reader, user, or browser; People 2.0 does not recommend or endorse the contents of the third-party sites. People 2.0 bears no responsibility for the accuracy, legality or content of the external site or for that of subsequent links. 

Readers of this update should contact their attorney to obtain advice with respect to any particular legal matter. No reader, user, or browser of this update should act or refrain from acting on the basis of information herein without first seeking legal advice from counsel in the relevant jurisdiction. Only your individual attorney can provide assurances that the information contained herein – and your interpretation of it – is applicable or appropriate to your particular situation. Use of, and access to, this update or any of the links or resources contained within do not create an attorney-client relationship between the reader, user, or browser and People 2.0. 

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2025 Mid-Year Legislative Update

The first half of 2025 brought many employment-related legislative changes across North America. We’ve highlighted those changes that we believe are most broadly impactful to our clients and People2.0 across both the United States and Canada. Through our mid-year newsletter, we hope to provide guidance on key legislative updates and take a look at what the coming months hold in both countries.