
Welcome to this month’s employment law update! As always, we’re keeping you informed on the latest legal changes that may impact your business and employees. This February, there are important updates from the U.S. Department of Labor, as well as state-level changes in Indiana, Massachusetts, Michigan, New Jersey, New York, and Washington. Let’s dive in.
Key Legal Updates
U.S. Department of Labor Clarifies PTO and FMLA Use
On January 14, 2025, the U.S. Department of Labor (DOL) issued an opinion letter clarifying how paid time off (PTO) interacts with the Family and Medical Leave Act (FMLA). Employers cannot require—nor can employees unilaterally choose—to use PTO while on FMLA leave if they are receiving benefits under a state or local paid family and medical leave program. However, if state law allows it, employers and employees may mutually agree to use PTO to supplement those benefits. We’ve updated our FMLA policy to reflect this clarification.
State-Specific Updates
Indiana: Updated Work Hour Poster for Youth Employees
Indiana has revised its Teen Work Hours poster, now titled Work Restrictions for Youth Employees, to reflect new labor law changes effective January 1, 2025. Employers must replace old posters with the updated version. We’ve added the new poster to our 50-State Hiring Kit and Research.
Massachusetts: Wage Transparency Reporting Requirements
Massachusetts’ new wage transparency law is rolling out in phases:
Starting February 1, 2025: Employers with 100+ employees in Massachusetts must submit annual wage data reports to the State Secretary.
Starting October 29, 2025: Employers with 25+ employees must disclose wage ranges in job postings, promotions, and upon request by employees or applicants.
Massachusetts: Updated Earned Sick Time Poster
Massachusetts has also updated its Earned Sick Time poster. Employers must replace outdated versions, and the new poster is now available in our 50-State Hiring Kit and Research.
Michigan: Expanded Paid Sick Leave & Minimum Wage Increase
Following a Michigan Supreme Court ruling, the state’s paid sick leave and minimum wage laws will revert to their original voter-approved versions:
Effective February 21, 2025: Paid sick leave requirements will expand significantly. Check our Michigan Sick Leave entry in Research for details.
Minimum wage updates: The new state minimum wage will be $12.48 per hour, and the minimum tipped wage will be $5.99 per hour.
We’ve updated our Employee Handbook Redline to reflect these changes.
New Jersey: Updated Wage and Hour Law Poster
New Jersey has revised its Wage and Hour Law Abstract poster. Employers should replace outdated versions, and the latest edition is included in our 50-State Hiring Kit and Research.
New York: Proposed Non-Compete Restrictions
On January 9, 2025, New York lawmakers introduced a new bill aimed at restricting non-compete agreements. While it does not completely ban non-competes, it imposes significant limitations and notice requirements. This bill is still in early stages, and we will continue monitoring its progress and updating our tools accordingly.
New York: Retail Worker Safety Act Implementation
A new law in New York will require employers with at least 10 retail employees to develop a workplace violence prevention policy and training by March 3, 2025. Larger retailers (500+ employees nationwide) will need to provide panic buttons for employees by January 1, 2027. Employers can create their own policies or use model plans to be issued by the NY Department of Labor.
Washington: Updated Paid Family and Medical Leave Poster
Washington state has released an updated Paid Family and Medical Leave poster. Employers must replace outdated versions, and the new poster is now available in our 50-State Hiring Kit and Research.
Stay Compliant and Proactive
Employment laws are constantly evolving, and staying compliant is crucial for protecting your business and employees. Our HR experts at [Your HR Company Name] are here to help. Whether you need policy updates, compliance assistance, or strategic HR support, we’ve got you covered.
Need guidance on implementing these updates? Contact us today to ensure your business stays ahead of the curve!
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