A reminder to employers that classifying workers as independent contractors is only appropriate when legal standards are met and cannot be done simply for the sake of convenience or because that classification is requested by the worker.
The Massachusetts Attorney General announced last week that it would be assessing $1.46 million in citations against a franchisor with 20 locations in Massachusetts and the staffing agency that provided purported independent contractors to the franchisor.
On July 31 Governor Newsom announced that California’s statewide minimum wage will increase to $17.40 per hour, effective January 1, 2027.
This will impact both exempt and non-exempt employees in California, as the minimum salary threshold for exempt employees is tied to the minimum wage. Accordingly, as of January 1, 2027, the minimum annual salary
Louisiana recently amended its non-compete statute to prohibit employers from entering into agreements with interns (whether paid or unpaid) and apprentices that “restrain [] the intern or apprentice from engaging in a business or an employment similar to that of the employer.”
Furthermore, an employer may not enter into any agreement with an intern or
New York Employers:
Earlier this month, the New York Legislature passed the “NY No Severance Ultimatums Act.” While not yet sent to the Governor for signature, once signed into law it would take immediate effect.
Key takeaway from the pending legislation: Employers will need to give all employees (regardless of age), 21 days to consider
Big changes are coming for Connecticut employers.
A newly passed law will expand employers’ obligations relating to pay transparency, repayment agreements, employee notices, overtime pay guides, and workplace accommodations.
With an October 1, 2026 effective date, now is the time to assess policies and ensure compliance.
Sharon Cohen and Rachel Pester walk through the key
Connecticut employers: new compliance obligations are on the horizon.
A comprehensive new law taking effect October 1, 2026 will expand requirements across several areas, including pay transparency, repayment agreements, disability accommodation notices, overtime pay guides, and lactation accommodations.
Employers should begin reviewing and updating their policies, job postings, and internal procedures now to prepare.
In
New Jersey employers:
On May 5, 2026, the New Jersey Department of Labor and Workforce Development adopted new regulations clarifying the state’s statutory “ABC test” for determining whether a worker is an independent contractor or an employee. These regulations apply the ABC test—which the state has applied in some contexts for nearly a century—to the
New York, Connecticut and Vermont employers, take note!
On May 4, 2026, the Second Circuit issued a ruling that affects FLSA collective actions. In Provencher v. Bimbo Foods Bakeries Distribution LLC, the court rules that a federal district court may not authorize notice to out-of-state potential opt-in plaintiffs in an FLSA collective action unless
