Here come the new state employment laws for 2025

Supplemental materials for LEAP 2025 session Here come the new state employment laws for 2025

States are emerging as prime sources of new employment-related laws. Congress didn’t pass much in the way of employment laws at the federal level this year. The Supreme Court largely steered clear of issuing opinions on employment-law questions (although one case did address sex discrimination).

That has left states to pick up the slack, subjecting employers to a dizzying array of new labor and employment laws. Here is a sampling of new laws scheduled to go into effect on Jan. 1, 2025, or soon after. 

Background checks  

• Arizona’s home health-care agency law has been amended to require employers hiring home health-care workers to conduct background checks. Before hiring, employers must contact all previous employers to ask about the applicant’s fitness to work with patients and clients. Each applicant must also be checked against the adult protective services registry.
• Oregon also passed a law requiring background checks for workers providing direct care to clients and patients.
• New Hampshire prohibits registered sex offenders from working at businesses that provide services to minors or jobs that require supervision of minors.

Child labor

Several states have tightened their child-labor laws. Others loosened them.

• California employers that perform voluntary child-labor audits to confirm they don’t violate child-labor laws must post the audit on their websites.
• Colorado increased the penalties for violating child-labor rules.
• Illinois completely revamped its child-labor laws to provide greater protection.
• Indiana loosened its laws, expanding work hours and completely removing hour and time restrictions for minors aged 16 and older.

CROWN Act

• California has amended its discrimination law to include discrimination based on hair texture and protected hairstyles.

Domestic violence leave

• California employees can take leave when an employee or family member is a victim of an act of violence. Employers must also provide reasonable accommodations to prevent further violence, effectively making the workplace a safe zone. California also made it easier for employers to obtain a restraining order on behalf of employees who have been harassed.

Paid sick leave

• Connecticut expanded paid sick leave to all employers with 25 or more workers and prohibits employers from requiring employees to document the need for that leave.
• New York requires employers to provide up to 20 hours of paid leave for pregnancy needs.

Pay transparency

Several states require starting salaries to be posted with job ads.

• Illinois requires employers with 15 or more workers to post the pay scale and all benefits in all ads.
• Minnesota employers with 30 or more workers must include a full salary range in ads, along with a summary of benefits.

Workplace safety

• California requires Cal/OSHA, the state’s occupational safety and health agency, to pass regulations requiring employers to include Narcan in first-aid kits to reverse narcotic overdoses. Another California law requires Cal/OSHA to pass regulations to require hospitals to screen for weapons.

Final note: This list does not cover every new law. Check with your state department of labor for the latest minimum-wage increases and any other new laws or regulations effective in 2025.

Interested in joining HR Employment Law Advisor? For a limited time, LEAP 2025 attendees can get an annual membership at 30% off at https://www.hremploymentlawadvisor.com/leap30. 

See other supplemental materials available.