2024 Employment Law Changes: A State-by-State Guide with Rollo HCM's Expertise

Illinois

• Paid Leave for All Workers Act: Mandates a minimum of 40 hours of paid time off annually for employees, effective January 1, 2024.
• Family Bereavement Leave Act: Expanded scope to provide up to two weeks of unpaid bereavement leave for more family members. Family Bereavement Leave Act 
• Human Rights Act (CROWN Act): Expanded to include hairstyles associated with race, effective January 1, 2023.
• One Day Rest in Seven Act: Amended to require a day of rest in each consecutive seven-day period. UPDATES to the One Day Rest in Seven Act

California

• SB 723: Enhances re-hiring rights for laid-off employees.
• AB 518: Expands the definition of “family member” for Paid Family Leave.
• SB 848: Provides leave for reproductive loss.
• SB 699 and AB 1076: Prohibits non-compete agreements.
• SB 700: Protects against discrimination for prior marijuana use.
• SB 553: Requires workplace violence prevention plans.
• SB 616: Increases paid sick leave provisions.
• Pay Data Reporting: Requires pay data report submission for employers with 100+ employees.
• Pay Scale Disclosure: Mandates pay scale inclusion in job postings for employers with 15+ employees.

New York

• Compensation Transparency: Requires compensation disclosure in job advertisements from September 17, 2023. New York updated legislation
• Updated Sexual Harassment Policy: Enhanced model policy requirements.

Washington

• Equal Pay and Opportunities Act: Mandates wage scale or salary range disclosure in job postings.  Updates for the Equal Pay and Opportunities Act

Rhode Island

• Pay Equity Act: Requires wage range disclosure to applicants upon request. Pay Equity Act forms and docs

New Jersey

• Worker Adjustment and Retraining Notification Act (WARN): Extends the notice period for employment actions from 60 to 90 days. 2024 Changes to New Jersey’s Worker Adjustment and Retraining Notification Act

Federal and Other Local Changes

• Federal PUMP Act: Expands lactation accommodations under the FLSA. Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) 
• Chicago: Broadened the definition of harassment and introduced new training requirements.
• New York City: Regulated the use of Automated Employment Decision Tools (AEDT).

How Rollo HCM Can Help

With these state-specific legal updates, Rollo HCM provides crucial support to organizations. Our services help organizations in understanding and implementing these changes effectively, ensuring legal compliance and fostering a fair work environment.