Minimum Wage

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Takeaways

  • Minimum wage increases at the state, Minneapolis, and St. Paul levels will require multi-jurisdictional employers to reassess payroll practices.
  • New rules on meal and rest breaks significantly expand employee protections and reduce employer flexibility.
  • Paid Family and Medical Leave planning must begin now, with critical notice, premium, and plan-selection deadlines approaching in late 2025.

Minnesota saw several changes to labor and employment laws take effect in 2025, with additional changes anticipated for 2026.Continue Reading 2025-2026 Minnesota Labor and Employment Law Update: Key Wage, Leave, Pay Transparency, and Workplace Compliance Changes for Employers

Key Takeaways for D.C. Employers

  • Verify compliance with the new $17.95 minimum wage effective July 1, 2025.
  • For government contractors and assistance recipients, ensure workers are paid at least the living wage rate tied to CPI adjustments.
  • Review non-compete agreements to confirm they are limited to qualifying highly compensated employees and comply with statutory notice and duration requirements.
  • Display the updated DOES Minimum Wage Poster once released.

Each year, the District of Columbia (the “District”) updates key labor and employment laws affecting local employers and workers alike. For 2026, important changes include new wage rates under the Living Wage Act of 2006 and the Minimum Wage Act, as well as revised compensation thresholds under the District’s non-compete law.

Employers operating in the District should review these developments to ensure policies, contracts, and pay practices remain compliant going into the new year.Continue Reading 2026 Washington, D.C., Labor & Employment Law Updates: Minimum Wage, Living Wage, and Non-Compete Changes Employers Must Know

The 2026 statutes enacted by the legislature that impact employment are fewer in number than in prior years. Still, California employers need to be aware that the new 2026 employment laws focus on strengthening existing laws to further expand employee rights and extend job protections. Amendments imposing stricter and more complicated requirements were enacted, and sanctions for employer non-compliance increased. The most notable among them are minimum wage increases, prohibitions on “Stay or Pay” employment contracts, and notice requirements.

This article summarizes the key employment laws to take effect in 2026 and beyond, along with the significant court decisions that will have the most impact on the workplace—but it does not cover everything. Please reach out to any of Dykema’s Labor and Employment attorneys to discuss the impact of the new regulations on your business and to assess the best approach for complying with these new developments.Continue Reading New 2026 California Employment Laws: How Businesses Can Protect Themselves

Takeaways

  1. Starting July 1, Los Angeles will gradually increase the minimum wage for airport and hotel workers.
  2. Eligible employees will also receive a healthcare benefit payment.
  3. LAX concessionaires with 50 or fewer employees may be eligible for a hardship exemption.

Starting in July of this year and continuing through 2028, Los Angeles is poised to implement incremental increases to its minimum wage for airport and hotel workers, impacting businesses throughout the city. The new wage adjustments are part of ongoing efforts to address the anticipated increase in tourism for the FIFA World Cup in 2026, Super Bowl LXI in 2027, and the Summer Olympics in 2028 and ensure fair compensation for workers impacted by these impending events.Continue Reading Attention L.A. Employers: Minimum Wage Increases Ahead for LAX and Los Angeles Hotel Workers