2026 HCM Mid-Year Review

Human Capital Management 2026 Mid-Year Review

Connecticut

• Lactation Accommodation: Effective October 1, 2026, employers must provide reasonable break times for an employee to express breast milk for a nursing child or breastfeed on-site during meal or break periods, in addition to scheduled breaks.
• Pay Codes & Pay Stub Requirements: Effective October 1, 2026, employers with 100 or more employees must create and maintain a guide explaining pay codes for overtime and commonly used pay differentials (e.g., shift, on-call, hazard, call-back, holiday, weekend, or geographic pay). Moreover, employers must provide employees with the guide’s website address at hire and include it on each record of hours worked.
• Pay Transparency: Effective October 1, 2026, employers must disclose the wages or wage range and a general description of benefits in all internal and public job postings.

Florida

• Restaurant Fee Disclosure: Effective July 1, 2026, employers must clearly disclose all operational charges, including their existence, amount, and purpose, across menus, websites, apps, contracts, and receipts. This law applies to a wide range of public food service establishments (including restaurants, hospitality venues, and many private or members-only clubs) regardless of size.

Indiana

• Employment Verification: Effective July 1, 2026, employers must not knowingly or intentionally recruit, hire, or continue to employ an unauthorized immigrant in Indiana. Employers must confirm an individual’s work eligibility using reasonable diligence, including using E-Verify or other industry-standard verification practices.

Maine

• Wage & Hour Penalties: Effective July 14, 2026, employers must post notices of any wage and hour violations in the workplace and, in some cases, directly notify both current and former employees of any violations.
• Pay Transparency & Salary History: Effective July 1, 2026, employers with 10 or more employees must include a pay range in any job posting. Upon request, employers must also provide employees with the pay range for their current position.

Virginia

• Pay Transparency & Salary History: Effective July 1, 2026, employers must disclose the wage or salary range for a position in each public and internal job posting for new hires, promotions, transfers, or other employment opportunities. Employers must not seek or rely on an applicant’s wage or salary history when considering the individual for employment.  

Washington

• Washington Fair Chance Act Amendment: Effective July 20, 2026, employers must not request an individual’s criminal background information before making a conditional offer of employment. Employers must also conduct a specific individualized assessment process before denying employment based on a post-offer criminal history inquiry or criminal background check.
• Immigrant Worker Protection Act: Effective October 1, 2026, employers must notify employees within five business days of federal immigration agents inspecting I-9 forms and any related worker records. Employers must also notify affected employees of the inspection results within five business days of receiving the notice.