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Updated on: September 2, 2025
While many new workplace laws take effect in January, significant updates also occur midyear. As your trusted HR partner, we want to ensure you're informed about several recent legal and regulatory developments that could affect your operations.
Below, you’ll find a summary of the key changes along with our initial perspective on what they may mean for your organization. Please click the state below to learn more about the changes.
- Minimum Wage: Effective July 1, 2025, the Alaska minimum wage will be $13 per hour, increasing by $1 annually until it reaches $15 in 2027.
- The minimum salary requirement for exempt employees will increase from $952.80 per week to $1,040.00 per week, effective July 1, 2025.
- Sick Leave: Employees must begin to accrue one hour of paid sick leave for every 30 hours worked starting July 1, 2025. For more information see: Alaska Department of Labor and Workforce Development.
- Additionally, starting July 1, 2025, employers may not penalize employees for refusing to attend mandatory meetings on religious or political topics.
Payroll & HR Cheat Sheet coming soon!
- Minimum Wage Increase for Los Angeles County, California: Effective July 1, 2025, the minimum wage in unincorporated Los Angeles County will be $17.81 per hour. For more information see: https://dcba.lacounty.gov/minimum-wage/.
- Beginning July 1, 2025, amendments to the Colorado Privacy Act will take effect. Under the amendments, employers who process biometric identifiers will need to adopt written biometric data policies and obtain consent from employees before collecting biometric information. More information can be found here: https://coag.gov/app/uploads/2024/12/2024.12.05-TO-FILE-Proposed-Amendments-to-CPA-Rules.pdf . If you have employees in Colorado, we can provide you with the relevant policy information. Please contact us to request a copy.
- Wage and Hour Protections: Effective August 6, 2025, a new law imposes stronger employee wage and hour protections and increases employer penalties for violations, including: (1) increasing fines for employers that misclassify employees as independent contractors, (2) allowing cities and counties to enforce state law, and (3) prohibiting retaliation against employees for engaging in protected activity.
- Effective July 1, 2025, local governments that have a higher minimum wage than the state minimum wage must use a tip offset of $3.02. Beginning January 1, 2026, local governments can increase the tip credit as long as employees receive at least the state minimum wage minus $3.02.
- Minimum wage will be increasing from $13 to $14 per hour beginning on September 30. The minimum hourly cash wage rate for eligible tipped employees will be $10.98.
Payroll & HR Cheat Sheet coming soon!
- Employee Notices: Upon written demand, employers must notify employees of their wage rate and paydays. For more information, refer to Mont. Code Ann. § 39-3-203.
Payroll & HR Cheat Sheet coming soon!
- Earned Safe and Sick Time Act: Effective July 2, 2025, New York City updated its Earned Safe and Sick Time Act to follow the state-wide requirement to provide employees with 20 hours of paid prenatal leave.
- COVID-19 Paid Emergency Leave: Beginning July 31, 2025, employers will no longer be required to provide up to 14 days of paid leave to employees who were required to quarantine due to COVID-19.
Payroll & HR Cheat Sheet coming soon!
- Raises Minimum Wage: Effective July 1, 2025, the minimum wage will be $16.30 per hour in the Portland metro area, $15.05 per hour in standard areas, and $14.05 per hour in non-urban areas. More information can be found here: https://www.oregon.gov/boli/workers/pages/minimum-wage-schedule.aspx.
- Family Leave Expansion: Paid Leave Oregon now includes leave for legal processes related to foster care placement or adoption.
Payroll & HR Cheat Sheet coming soon!
- Everett, Washington, Minimum Wage Law: The minimum wage law in Everett takes effect on July 1, 2025.
- Employers with 501 or more employees worldwide must pay employees a minimum wage of $20.24.
- For employers with 15–500 employees worldwide or with annual gross revenue of more than $2 million, the minimum wage will be $18.24.
- Employers with fewer than 15 employees must follow the state minimum wage. More information can be found here: https://www.everettwa.gov/3287/Minimum-wage.
- Washington Legislature Passes Amendment to Pay Transparency Law: Washington has required employers to include wage ranges in job postings since 2023 under the Equal Pay and Opportunities Act. Effective July 27, 2025, employers will be allowed up to 5 days to correct any deficient job posting after receiving notice of its deficiency. This cure period will only be in effect until July 27, 2027. More information can be found here: https://app.leg.wa.gov/billsummary?Year=2023&BillNumber=1905.
- Washington Expands Use of Paid Sick Leave: Effective July 27, 2025, employers may allow employees to use their paid sick leave to prepare for or participate in immigration proceedings either for themselves or their family members. More information can be found here: https://housedemocrats.wa.gov/blog/2025/04/25/gov-signs-paid-sick-leave-expansion-for-immigration-proceedings-into-law/.
- Washington Passes Mini-WARN Act: Effective July 27, 2025, employers with 50 or more full-time employees must provide at least 60 days' notice to affected employees, union representatives, and members of the state government of site closings or mass reductions in force (RIFs). The new law also protects certain employees from inclusion in RIFs, such as those taking paid family or medical leave under the Washington Paid Family and Medical Leave law, and imposes penalties upon employers who fail to provide appropriate notice. More information can be found here: https://lawfilesext.leg.wa.gov/biennium/2025-26/Pdf/Bills/Senate%20Passed%20Legislature/5525-S.PL.pdf?q=20250501092112.
- Effective July 27, 2025, Washington governor signed a SB 5501, which prohibits employers from discriminating based on a person’s possession of a driver’s license.
How We Will Help
When it is appropriate, the ProService Hawaii’s handbook will be updated in compliance with new laws. If you have a handbook addendum and any policy is not in compliance with the new law, a member of our team will assist in updating any applicable section. At ProService, we will continue to monitor the evolving legal landscape. We’d be happy to discuss how these changes may impact your business and assist with implementation if needed. Please don’t hesitate to reach out—we’re here to support you every step of the way.
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NOTE: This update is provided for informational purposes only. It is not for the purpose of establishing an attorney-client relationship or providing legal or tax advice and should not be relied upon as legal or tax advice.