MONTHLY NEWSLETTER
News, Insights, and Compliance Updates for HR, Legal, and Business Leaders -
July 2026
LABOR 
LAW POSTING UPDATES
State Changes
Connecticut
Discrimination is Illegal: Per enacted House Bill 7236 (2025), Connecticut’s Fair Employment Practices Act was amended to add victims of sexual assault and victims of human trafficking as protected classes, strictly prohibiting employers from discriminating against individuals based on this status. The statute similarly expands civil rights protections within housing and public accommodations by adding “status as a victim of sexual assault” and “status as a victim of trafficking in persons” to the state’s list of protected categories. To reflect these amendments, Connecticut’s mandatory “Discrimination is Illegal” posting has been revised to incorporate both new protected classifications.
District of Columbia
Minimum Wage: Effective July 1, 2026, the standard minimum wage increases to $18.40 per hour and the tipped rate increases to $10.30 per hour. The updated posting clarifies that for non-tipped employees, the rate increases annually in proportion to the Consumer Price Index, if applicable. Additionally, information on the Car Wash Employee Overtime Amendment Act has been removed.
Employee Rights: The new July 1st minimum wage rates have been added to the posting.
The Right to Breastfeed: The posting has been redesigned to offer more detailed information on worker rights and employer responsibilities. Updates include explicit protections against workplace harassment, requirements for employers to provide flexible schedules, job-sharing, or telecommuting options, and updated contact information for filing complaints.
Nebraska
Minimum Wage: Effective July 17, 2026, Nebraska’s Legislative Bill 258 amends the Wage and Hour Act with the following changes:
- General Minimum Wage: Increases by a fixed 1.75% annually starting January 1, 2027 (replacing cost-of-living adjustments).
- Youth Wage (Ages 14-15): Set at $13.50 per hour, increasing by 1.5% every five years starting January 1, 2030.
- Training Wage (Ages 16-19): Set at $13.50 per hour through 2026, increasing by 1.5% annually starting January 1, 2027.
The state’s minimum wage posting has been updated with all future rates through January 1, 2030.
Nevada
Minimum Wage and Daily Overtime bulletins: The bulletins have been updated to reflect the July 1, 2026, effective date for the existing wage and overtime rates.
Assembly Bill 307 Required Posting: The posting has been updated to comply with DETR’s July 1, 2026, notice requirement and include updated program links. In addition, several postings have been revised to reflect updated agency contact information.
Virginia
Covenants Not to Compete: Effective July 1, 2026, amendments to the law expand employee protections by making non-compete agreements unenforceable when employees are terminated without severance pay, except when termination is for cause, and restricting non-compete agreements with health care professionals.
Workers’ Compensation Notice: The revised posting updates employee injury reporting requirements, claim deadlines, physician selection rights, and work-search requirements. It also adds website links and QR codes for claim forms and employee resources, clarifies uninsured employer reporting duties, and requires employers without a physical location to post the Workers’ Compensation Notice online.
City/County Changes
THE LOOK AHEAD
What’s changing next?
Indiana
Equal Employment is the Law: The redesigned posting describes workplace harassment, employer polices for reporting and addressing workplace harassment, and information for employees on filing complaints with the Indiana Civil Rights Commission (ICRC). The posting also adds age (40-75) to list of protected categories under state law, and pregnancy, sexual orientation, and gender identity to the list of categories that may be protected under applicable local or federal law. In addition, the posting includes a QR code that provides access to the ICRC Civil Rights Portal.
Work Restrictions for Youth Employees: Effective July 1, 2026, Indiana employers are no longer required to register with the Department of Labor if they have 5 or more employees under the age of age 18 and the Youth Employment System (YES) has been discontinued. The Indiana Department of Labor is updating its Work Restrictions for Youth Employees posting to remove references to registering minors through YES.
Louisiana
2026 Earned Income Credit: Louisiana law requires employers to notify employees that they may be eligible for the federal Earned Income Tax Credit (EITC). LAWorks is expected to release the 2026 Earned Income Credit (EIC) posting to reflect the IRS income limits to qualify for the EIC for the 2026 tax year (returns filed in early 2027).
Louisiana Violence Against Employees Warning Sign
Earlier this year, Louisiana enacted the Behind the Counter Act enhancing criminal penalties for workplace violence committed against employees in retail and food service establishments. The law also created the Louisiana Violence Against Employees Warning Sign, a voluntary notice that businesses may post to inform customers that violence, threats, or abuse against employees is a crime and may result in arrest and criminal prosecution.
New Jersey
The New Jersey Family Leave Act: Effective July 17, 2026, Assembly Bill 3451 expands coverage under the New Jersey Family Leave Act. The employer coverage threshold has been lowered to 15 or more employees, significantly expanding the number of covered businesses. Additionally, employee eligibility requirements have been reduced from 12 months and 1,000 hours worked to just 3 months of employment and 250 hours worked in the preceding 12-month period.
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OUR STAFF PICKS
Another California “Thermonuclear” Verdict: $105 Million to Employee Who Reported Workplace Harassment
“Thermonuclear” verdicts (verdicts of $100 Million or more), normally reserved for catastrophic injury cases, are becoming more common in employment-related cases. The $105 million verdict in Michelle Giaquinta v. San Diego Health Alliance, Inc., San Diego County Superior Court, Case No. 37-2024-00002653-CU-WT-CTL, illustrates the principle that an employer’s response to complaints can matter as much, if not more, than the underlying complaint itself.
“This verdict sends a clear message that no employer, especially one entrusted with the care of vulnerable patients, can silence a courageous employee who speaks up about harassment and safety failures,” said Justin Walker of Walker Law, PC. “[The plaintiff] did exactly what the law asks of every employee, and she paid for it with her job.”
