Every year new federal, state, and local employment laws are enacted and existing ones updated. While the list from 2025 is substantial, and often local or industry specific, some of the major employment issues to be aware of include:
- Compensation Transparency. Wage and salary information must be provided to applicants as well as comparable compensation information to requesting employees.
- Paid Time-Off. Paid leave may be required and policies for vacation time or PTO must be clear.
- Protected Categories. Numerous categories of employees are protected from discrimination or unfair treatment, and employers must provide reasonable accommodations for many of their situations.
- Equal Pay. Employees doing similar jobs should be equally paid.
- Remote Work. Policies for remote work must be clear, conveyed, and fairly applied.
- Employee Training. Required employee training, like identifying sexual harassment in the workplace, must be conducted and documented.
- Notice Requirements. Various safety and employee rights notices are required to be posted conspicuously in the workplace.
- New Employees. Hiring must comply with various restrictions and requirements including E-Verify and tax compliance.
- Non-Compete. Post-employment restrictions on employees are no longer favored by the law and some are prohibited or restricted.
- AI/Personal Information. Artificial Intelligence cannot be used to discriminate or surveil employees, and obtaining employee personal, health, and genetic information is restricted and must be protected if properly obtained.
As many new and updated employment laws are locally and industry specific, the attorneys at Brooks, Tarulis & Tibble, LLC can assist you on compliance and address enforcement action. Should you have any questions, please contact us.