With the 2026 Colorado legislative session now complete, we have a full picture of which labor and employment bills advanced, which were vetoed, and what employers need to know now.
The table below summarizes the final disposition of all bills covered in our earlier update.
With the 2026 Colorado legislative session now complete, we have a clearer view of which labor and employment bills advanced, or stalled, and which developments deserve employers’ attention. As in recent sessions, workplace legislation remained a major focus, with proposals touching on everything from collective bargaining and worker safety to wage-setting and reporting obligations.
In this update, we revisit the bills previously identified for Colorado employers to watch, along with several additional measures introduced during the session, and explain what matters most for employers.
Nebraska lawmakers passed Legislative Bill 258 (LB258), approved by Governor Jim Pillen on February 9, 2026, which amends the Nebraska Wage and Hour Act, to adjust future minimum wage increase provisions, establish a new youth minimum wage, and revise training wage rules.
On Thursday, February 27, 2026, the U.S. Department of Labor (DOL) announced a long-anticipated proposed rule to guide the DOL’s analysis of whether a worker is an employee or an independent contractor under the Fair Labor Standards Act (FLSA).
With the Colorado legislative session well underway, we have identified several bills of interest that Colorado employers should monitor. If enacted, these bills would expand worker protections and require certain employers to update their policies or procedures. While several of the bills authorize a private right of action, awareness and proactive compliance can help employers avoid costly litigation.
Beginning on October 29, 2025, covered employers in Massachusetts are required to disclose the minimum and maximum amount of compensation that an employer reasonably and in good faith expects to pay for a particular and specific position. Disclosure is required in external job postings, to employees who request such information, and to internal job candidates.
With the passage of the new federal tax bill on July 4, 2025, unofficially referred to as the One Big Beautiful Bill Act (OBBBA), employers and employees in overtime-heavy and tipped industries face new opportunities and responsibilities. Below are some key highlights of what employers need to know to better prepare for the changes.
The 2025 Colorado legislative session concluded on May 7, 2025. This latest session has brought a series of significant updates that are poised to reshape the compliance landscape for employers across the state. Among the enacted bills, several are set to introduce new requirements and labor standards compelling employers to adapt swiftly. The vetoed bills, on the other hand, highlight ongoing debates that may signal future changes.
Below we summarize the major bills affecting employers that were either passed or vetoed by Governor Jared Polis.
Last week, a Hennepin County judge sentenced an employer following a first-of-its-kind criminal conviction for wage theft in Minnesota.
Since its enactment in 2019, Minnesota’s Wage Theft Prevention Act has imposed stringent penalties on employers who unlawfully withhold wages from employees. Under the Act, employers may face felony charges if they commit wage theft with intent to defraud their employees in an amount greater than $1,000.
Missouri’s new minimum wage and paid sick leave law (“Proposition A”) currently is subject to two legal challenges; (1) a lawsuit questioning the constitutionality of the law, and (2) a house bill that, if passed by the Senate and governor, would alter the minimum wage component of the law and eliminate paid sick leave components of the law. The paid sick leave component of the law otherwise remains scheduled to go into effect on May 1, 2025, with relevant April 15, 2025, notice and posting compliance deadlines for employers. The fate of the paid sick leave component of Proposition A—and the law as a whole—remains uncertain. In the meantime, employers should plan as though the law will go into effect as scheduled.