Blog Post

As the new year approaches, employers should prepare for sweeping changes to labor laws that will impact the workplace at both the federal and state levels. These changes will structure the employer-employee relationship and give employees new responsibilities and opportunities. In this guide, we take a look at the key changes to federal regulation of the public sector in 2024 and provide insights into how we can best achieve these changes.

Federal Changes: What to Expect

OSHA’s New Reporting Rule
In 2024, OSHA required certain businesses with over 100 employees to file injury and illness reports electronically. This move is all about boosting transparency and holding companies accountable for workplace safety. It’s a step toward making sure everyone’s following the rules when it comes to keeping workers safe.

NLRB’s Updated Joint Employer Rule
In October 2023, the NLRB rolled out a new rule that changes how joint employers are defined under the National Labor Relations Act. Basically, it spells out when multiple companies are considered joint employers, which can impact collective bargaining.

These changes are a reminder that staying on top of compliance is crucial. Employers should take a close look at how they report, update their safety protocols, and review partnerships with other companies to make sure they’re in line with the new regulations.

State-Level Changes: A Patchwork of New Laws

Each state in the U.S. is making its own updates to labor laws to better meet the changing needs of workers. Let’s dive into some of the most important updates in key states:

California: Leading the Charge in Worker Protections

Minimum Wage Increases
In January 2024, California increased its minimum wage to $16 per hour for non-exempt employees and $66,560 annually for salaried, exempt workers. Some industries will see even higher minimum wages. For example, healthcare workers earn at least $25 per hour by June 2028, thanks to SB 525, and fast-food workers will see their minimum wage rise to $20 per hour under AB 1228.

Expansion of Paid Sick Leave
SB 616 significantly expands California’s paid sick leave law, increasing the minimum number of paid sick days from three to five per year. This change will impact almost all employees in the state, offering greater support for workers dealing with health issues.

Workplace Violence Prevention
California is also setting a new standard in preventing workplace violence with SB 553, which requires employers to develop and maintain comprehensive violence prevention programs. This law highlights the state’s commitment to ensuring safe workplaces and underscores the importance of proactive measures.

Colorado: Strengthen anti-discrimination protections

The POWR Act

The Colorado POWR Act changes the definition of unlawful harassment and adds “marital status” to the list of protected groups under the Colorado Anti-Discrimination Act (CADA) Employers must update their policies and training programs and to ensure that a non-discriminatory work environment reflects these changes .

Fair Employment Guidance Act

From July 1, 2024, Colorado employers are no longer allowed to ask age-related information on job applications. The Act aims to reduce age discrimination and promote fair hiring practices.

Illinois: Paid leave for all employees

SB0208 is available

Illinois is passing a new paid leave law that requires employers to provide up to 40 hours of paid leave per year, at a cumulative rate of 1 hour for every 40 hours worked. This leave can be used for any purpose, allowing employees greater flexibility and work-life balance.

A non-compete agreement has been renewed

Maryland has amended its unfair competition laws, increasing the amount of workers affected by such agreements. Employers should review their existing contracts and notify current and former employees of any illegal non-compete covenants in their employment agreements.

Conclusion

As we head into a new year, changing employment law presents businesses with both challenges and opportunities. From government updates such as new OSHA reporting rules and revised NLRB Joint Employer Guidelines to state-specific changes to minimum wage, paid sick leave, and anti-discrimination protections so, informed compliance issues These new rules are not just legal obligations—they represent a shift toward greater transparency, equity and employee protection.

Companies need to be proactive and strategic in order to successfully manage this change. This means not only updating policies and practices but embracing these changes as opportunities to improve workplace culture and employee satisfaction.

At Infojini, we’re dedicated to helping you stay ahead of the curve. Our team of experts provide customized HR solutions to ensure your business stays on track and competitive. Whether you’re adjusting to new regulations or looking for ways to improve your work environment, Infojini provides the support you need to thrive in a dynamic regulatory environment.

Prepare now, and turn these regulatory changes into opportunities for growth and success..