Required Employee Handbook Policies by State for 2025

April 2025

For more information on these updates, log in to your SixFifty account or request a demo of our Employee Handbook tool to ensure you’re always compliant.

Federal: Executive Orders Now Enforceable: previously reported, in a challenge brought against the administration’s executive orders labeling DEI practices illegal, a federal judge issued a nationwide preliminary injunction blocking enforcement of the order, stating that the order and related agency enforcement threats are unconstitutionally vague and run contrary to the First Amendment. However, on March 14, the Fourth Circuit stayed that injunction, meaning those executive orders can now be enforced. Importantly, in staying the injunction, the court made it clear that the orders may only be enforced when federal contractors’ DEI programs violate federal anti-discrimination laws.
Missouri Updates Sick Leave Law: Beginning May 1, 2025, private Missouri employers need to start providing paid sick leave under Missouri’s new sick leave law. Employees earn 1 hour of paid sick leave for every 30 hours worked. There is no cap on the amount of leave employees can earn, but there is a carryover cap of 80 hours of leave and a use cap based on employer size. Employers with 15 or more employees in Missouri must allow employees to use up to 56 hours of leave per year. Those with fewer than 15 employees must allow employees to use up to 40 hours. We have added this policy to our handbook tools. For more information, see our Missouri Paid Sick Leave research entry or use the Sick Leave policy engine to generate the policy.

March 2025

For more information on these updates, log in to your SixFifty account or request a demo of our Employee Handbook tool to ensure you’re always compliant.

Michigan Updates Sick Leave Law: The Michigan legislature came to an eleventh-hour compromise on minimum wage and sick leave updates that were scheduled to take effect February 21, 2025. Review our recent special update about Michigan’s minimum wage and sick leave laws for the latest information. We pushed these changes to our tools on February 21.

Missouri: Kansas City Adds Criminal History to List of Protected Characteristics: Kansas City, Missouri, recently passed an ordinance that adds criminal histories to the list of protected characteristics, making it illegal to discriminate against people with criminal histories. The ordinance specifically prohibits the city from discriminating in hiring and employment decisions based on a person’s criminal history, but it is not clear whether that prohibition applies to private employers. Because of this ambiguity, private employers should consider not using a person’s criminal history as a deciding factor in making hiring or employment decisions.

February 2025

For more information on these updates log in to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

U.S. Department of Labor Clarifies Interaction of PTO and FMLA: On January 14, 2025, the DOL issued an opinion letter clarifying that employers can’t require employees to use (and employees can’t unilaterally choose to use) available paid time off while on FMLA leave if the employee is also receiving benefits under a state or local paid family or medical leave program. But in this situation, the employer and employee can mutually agree that the employee will use available paid time off to supplement the paid family and medical leave benefits, so long as that’s allowed by state law. We’ve updated our FMLA policy to align with this opinion letter.

Michigan Updates its Paid Sick Leave and Minimum Wage and Tip Credit Laws: Last year, the Michigan Supreme Court ruled that the Michigan Legislature violated the state Constitution by adopting voter-initiated paid sick leave and minimum wage laws and later amending those laws in the same legislative session. The court ruled that the rules must be reinstated as they were written when adopted. This affects both paid sick leave and minimum wage requirements. Effective February 21, 2025, the state’s paid sick leave requirements will greatly expand. See our Michigan Sick Leave entry in Research for details on what will change. We have updated our documents to comply with these changes. Also, on February 21, 2025, the state minimum wage will be $12.48 per hour, and the state minimum tipped wage amount will be $5.99 per hour.

January 2025

We have a special update this month! We are proud to release our January 1, 2025 checklist! We’ve compiled an important list of legal updates that went into effect on the first of the year.

Click here to download.

December 2024

For more information on these updates log in to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

NLRB Holds Captive Audience Meetings Unlawful: On November 13, 2024, the National Labor Relations Board ruled that captive audience (mandatory) meetings meant to impose the employer’s opinion on unionization upon employees infringe on employees’ rights under Section 7 of the National Labor Relations Act and are therefore unlawful. The Board stated that voluntary meetings are still permissible if employees are informed in advance of the meeting’s content and its voluntary nature, employees are not punished for refusing to attend, and employers do not keep track of attendance. Importantly, this decision is specific to captive audience meetings about union activity; political and religious meetings are not discussed or affected by this decision.

Alaska Voters Ban Captive Audience Meetings: On election day, Alaska voters passed Ballot Measure 1, prohibiting mandatory workplace meetings about religious or political issues. Beginning July 1, 2025, employers may not punish or threaten to punish employees for refusing to attend an employer-sponsored meeting or listen to communications from the employer about its opinion on religious or political matters.

Alaska Passes New Paid Sick Leave Law: On November 6, 2024, Alaska voters passed Ballot Measure 1 which, among other things, requires employers to allow employees to earn one hour of paid sick leave for every 30 hours worked. There is no cap on the amount of leave employees can earn, but employers with fewer than 15 employees are only required to allow employees to use up to 40 hours of leave per year. Employers with 15 or more employees must allow employees to use at least 56 hours of leave per year. Sick leave can be used for personal mental or physical illness, to care for a family member, and for leave related to domestic violence, sexual assault, or stalking. Employees can start accruing sick leave beginning July 1, 2025.

Massachusetts Includes New Sick Leave Use: Massachusetts passed Bill S.1457 which amends the state sick leave law to cover reproductive loss events. Beginning November 21, 2024 employees can use their earned sick leave to address their own or their spouses’ physical and mental health needs if they experience pregnancy loss or a failed assisted reproduction, adoption, or surrogacy.

Missouri Passes New Sick Leave and Notice Requirements: On November 5, 2024, Missouri voters passed Proposition A, implementing, among other things, a new sick leave law. Employees will earn one hour of paid sick leave for every 30 hours worked. There is no cap on the amount of leave employees can earn, but employers with fewer than 15 Missouri employees are only required to allow employees to use up to 40 hours of leave per year. Employers with 15 or more Missouri employees must allow employees to use at least 56 hours of leave per year. Employees can start accruing sick leave beginning May 1, 2025. Part of that law requires employers to post a notice of available sick leave by April 15, 2025, in a place where employees will see it. The Department of Labor and Industrial Relations will publish a form notice before the effective date. Employers must also provide individual notice to employees of the availability of sick leave within 14 days of hire or by April 15, whichever is later. The notice must state (i) the accrual rate, (ii) that retaliation for employees taking leave is prohibited, (iii) that employees may sue the employer for violating the law, and (iv) the contact information for the Department.

Nebraska Passes New Sick Leave Law: On November 5, 2024, Nebraska voters passed the Paid Sick Leave Proposition which provides employees who work for at least 80 hours per year in Nebraska with paid sick leave. Employers with fewer than 20 eligible employees must provide up to 40 hours of paid sick leave per year and those with 20 or more eligible employees must provide up to 56 hours per year. Sick leave can be used for both personal and family health needs. This law is effective October 1, 2025.

November 2024

For more information on these updates log in to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

California Expands Leave Protections for Crime Victims and Their Family: California passed AB-2499 which expands paid leave and updates unpaid employment protection for victims of crimes and their family members. The bill expands safe time uses of paid sick time, extends the types of crimes covered by sick leave, and adds leave for employees with a family member who is a victim of a crime.

California Expands Sick Leave Uses to Protect Agricultural Workers: California passed SB1105 which creates additional safe time uses for its statewide sick leave for agricultural employees who work outdoors. Agricultural employees may use their sick time in the case of smoke, heat, or flooding conditions caused by a local or state emergency.

The District of Columbia has Increased Paid Family Leave Contributions: The employer contribution rate for D.C. Paid Family Leave has almost tripled from .26% to .75% of gross wages. The first contribution at the new rate was due October 31 for wages reported during Q3 2024. See the District’s Rates and FAQ’s page for more information.

Maine Releases New FAQ Page in Anticipation of the State’s Paid Family and Medical Leave Program: Maine’s Paid Family and Medical Leave program begins January 1, 2025. To help with the program launch, the state has released a Frequently Asked Questions document.

Maryland Has Delayed its Paid Family and Medical Leave Program Start Date: Maryland has again delayed the start of its Paid Family and Medical Leave program. Employer program contributions will now begin July 1, 2025. Employees will be eligible to receive benefits beginning July 1, 2026.

Maryland Has Delayed its Paid Family and Medical Leave Program Start Date: The Massachusetts Department of Family and Medical Leave announced that effective January 1, 2025, the maximum weekly benefit will be increasing from $1,149.90 to $1,170.64 per week. The total contribution amount will be .88% of eligible wages. For a breakdown of contribution rates see the Department’s Contributions Calculator. The Department has not yet released an updated poster.

Michigan Releases a New FAQ in Anticipation of Sick Leave Changes: Michigan has released an FAQ page to help answer questions about the upcoming Sick Leave changes. These changes are finally taking effect on February 21, 2025, after going through many legal challenges.

First Minnesota Paid Family and Medical Leave Wage Report Due: Minnesota employers needed to submit their first quarterly wage details report on October 31, 2024, with data from between July 1, 2024, and September 30, 2024. The state has updated its Unemployment Insurance reporting system to also collect reports for Minnesota Paid Leave because the requirements for both laws are similar. The Minnesota Unemployment Insurance website has information about these new changes and how employers can submit their reports. Payroll deductions and employee benefits for Minnesota Paid Leave beginning January 1, 2026.

October 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

California Passes Captive Audience Meeting Ban: On September 27, 2024, California Governor Newsom signed SB 399, implementing a ban on captive audience meetings. Beginning January 1, 2025, employers may not require employees to attend employer-sponsored meetings whose primary purpose is to communicate the employer’s opinion concerning religious or political matters.

Connecticut Crime Victim Leave is Now Effective: Connecticut passed HB 5399 which goes into effect October 1, 2024, and expands crime victim employment protections to include victims of sexual assault. Employees may now be entitled to compensation from the state Paid Family and Medical Leave program and the Office of Victim Services’ victim compensation program at the same time as long as their total compensation doesn’t exceed their regular pay.

Delaware Employers Can Now Enroll in the State Paid Leave Program: Employers are now able to register for the Delaware Paid Leave program and must do that by December 1, 2024. Most employers with 10 or more employees are required to register and smaller employers can voluntarily join. Federal government employees and seasonal operations that shut down for a month or more are exempt. Payroll deductions for the program begin January 1, 2025, and employees can begin submitting claims for payment beginning January 1, 2026. The state provides additional information and resources on its website.

Illinois Expands Employment Protection for Armed Forces: Illinois passed HB 5640 which expands the definition of armed forces or uniformed services to include the United States Space Force. This change impacts the Illinois Military Family Leave Act which is covered in our Military Leave Policy. This change is effective January 1, 2025. We will update our documents one month before the law’s effective date.

September 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

Hawaii Captive Audience Meetings Law Takes Effect: Approved on July 3, 2024, Hawaii’s captive audience meeting bill is now in effect. Under this new law, employers may no longer require employees to attend employer-sponsored meetings whose primary purpose is to communicate the employer’s opinion concerning religious or political matters. Nor may employers punish them for refusing to attend such meetings.

Illinois Captive Audience Bill Signed: Illinois Governor Pritzker recently signed Senate Bill 3649, implementing additional political activity protections for employees. Effective January 1, 2025, employers may no longer require employees to attend employer-sponsored meetings whose primary purpose is to communicate the employer’s opinion concerning religious or political matters. Nor may employers punish them for refusing to attend such meetings.

Michigan Sick Leave Initiative Reinstated: On July 31, 2024, in Mothering Justice v. Attorney General, the Michigan supreme court ruled that the state legislature overstepped by amending the voter-adopted Earned Sick Time Act. The court reinstated the law as it was originally written. Beginning February 1, 2025, employers with at least one employee must provide paid sick leave to their employees.

Minnesota Clarifies Interactions between Parental and Pregnancy Leave: As a part of SF 3852 Minnesota clarified that leave taken for prenatal medical care appointments does not count against leave available under the state’s Parental Leave law. Employers are also required to maintain health benefits for employees using pregnancy and parental leave. We have already updated our Parental Leave policy to comply with these changes.

New Hampshire Adopts the Crown Act: New Hampshire passed HB 1169 which protects employees from discrimination based on hairstyles and hair types traditionally associated with race. This includes protections for styles like braids, locs, curls, corn rows, Bantu knots, Afros, twists, and head wraps. We have updated our EEO and Anti-Discrimination Policy to comply with this change.

New Hampshire Expands Emergency Leave for Volunteer Ambulance and Fire Department Members: New Hampshire passed HB 182 which requires that employers provide employees who are volunteer members of a fire or ambulance department with unpaid time to respond to an emergency that they witness or come across while on their way to work. Employees are also protected against discipline or discrimination for failing to report to work due to an emergency response. We have updated our Emergency Services and Civil Service Leave Policy to comply with this change.

Rhode Island Schedules Increases to Temporary Caregiver Insurance Benefits: Rhode Island passed HB 7171 which schedules increases to Temporary Caregiver Insurance (TCI) benefits. Employees can currently receive up to 6 weeks of benefits in a year. Beginning January 1, 2025, TCI benefits will increase to 7 weeks per year. On January 1, 2026, TCI benefits will increase to up to 8 weeks per year.

August 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

Connecticut Voting Leave Expires: Connecticut’s unpaid voting leave has expired and is no longer in effect. We have removed Connecticut from our Voting Leave policy engine to comply with this change.

Louisiana’s reduced meal and rest breaks for minors takes effect: Louisiana’s removal of meal and rest break requirements for 16 and 17 year-old workers goes into effect August 1, 2024. We have already updated our Meal and Rest Break policy engine to comply with this change.

Minnesota expands protections for employees serving jury duty: Minnesota passed H.F. 5216, which requires employers to release employees from their regular schedule while serving jury duty. The law also prevents employers from making an employee work an alternate schedule while serving jury duty. We have updated our Jury Duty Leave policy engine to comply with this change.

Minnesota provides more leave for prenatal medical care: Beginning August 1, 2024, pregnant Minnesota employees can take leave for prenatal medical care without it counting against their 12 weeks of pregnancy and parental leave. Employers also must contribute their portion of any benefits costs as if the employee on leave was working. We have updated our Parental Leave policy engine to comply with this change.

New Hampshire passes new Weapons in the Workplace law: On July 12, 2024, Governor Sununu signed HB 1336 requiring employers who receive public funds to permit employees to store firearms in their vehicles. Beginning January 1, 2025, covered employers may not prohibit or take adverse action against employees who store firearms or ammunition in their vehicles as long as the vehicle is locked and the firearm or ammunition is not visible.

July 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

Federal minimum wage and overtime exemptions updated: The new DOL salary thresholds for white-collar and highly compensated employee exemptions are effective July 1 and will increase again in January. Starting July 1, employees must earn at least $43,888 to be eligible for white-collar exemptions and $151,664 for the highly compensated employee exemption. Our Exempt Non-Exempt Analyzer tool reflects these latest changes.

California Workplace Violence Plan and training requirements begin: By July 1, California employers must implement a workplace violence plan and conduct training. See our blog post on this topic for more information.

Colorado updated its EEO Protections to include hair length associated with race: Colorado passed HB 1451 which expanded race-based employment protections to protect hair length commonly or historically associated with race. We have updated the EEO Policy to comply with this change.

Colorado created limited employment protections for organ donors: Colorado passed HB 1132 which provides living organ donors with limited employment protections before and after they donate. We have added information to the Policy Research Center about Colorado Organ Donor protections.

Connecticut expands Crime Victim Protections: Connecticut passed HB 5399 which expands crime victim protections to include victims of sexual assault. This law is effective October 1, 2024.

Florida Changes Meal and Rest Breaks for Minors: Florida passed HB 49 which eliminates meal and rest breaks requirements for employees 16 and 17 years old. We have updated our Meal and Rest Break policy to comply with this change.

Illinois Chicago Paid Leave and Paid Sick Leave takes effect: Chicago’s new paid leave and paid sick leave requirements go into effect July 1, 2024. Our tools have already been updated with this change.

Louisiana changes meal and rest breaks for minors: Louisiana passed HB 156 which eliminates meal and rest breaks requirements for employees 16 and 17 years old. We have updated our Meal and Rest Break policy to comply with this change.

Maryland prohibits discrimination on the basis of military status: Maryland passed HB 598 which prohibits discrimination in employment and housing based on military status. Our EEO Policy already includes protections for military status due to Federal requirements so no change is necessary.

Minnesota Amends Voting Leave Law: Minnesota passed HB 1830 which clarifies that employees are allowed to take voting leave during early voting periods before an election. We have updated our Voting Leave policy to comply with this change.

Minnesota Amended its Sick Leave Law: Minnesota passed HF 5247 which made many changes to the state’s sick leave requirements. This amendment includes a new use, updated incremental use rules, and an adjustment to eligibility. Our Sick Leave policy has been updated to comply with this change.

New York Requires Paid Lactation Breaks: New York passed Bill Number A08806C which provides lactating employees with up to 30 minutes of paid breaks each time they have a need to express milk. We have updated our Lactation Accommodations policy to comply with this change.

Oregon Family and Medical Leave Updates Take Effect: In April, we told you about changes to Oregon’s Family and Medical Leave law. This is a reminder that that change is effective July 1, 2024, and has already been implemented in our products.

Vermont Captive Audience Meetings law takes effect: Vermont recently enacted a new captive audience law, prohibiting employers from requiring employees to attend meetings whose principal purpose is to deliver the employer’s opinion about religion or politics. The new restriction is effective July 1, 2024. We’ve updated our Political Activity Policy to reflect this change.

Vermont adds to protected characteristics: Beginning July 1, 2024, Vermont has adopted the CROWN Act which adds a new definition of “race” to their protected characteristics. We have already updated the EEO Policy to comply with this change.

Virginia expands EEO protections: Virginia passed HB 18 which expanded the Virginia Human Rights Act to include ethnic origin as a protected class. We have updated the EEO Policy to comply with this change.

Washington Captive Audience Meetings law takes effect: Washington’s new captive audience meeting law went into effect on June 6. We’ve updated our Research Center and Political Activity Policy to reflect this change.

June 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

California Workplace Violence Prevention Plan: On September 30, 2023, California implemented a new law requiring employers to develop a Workplace Violence Prevention Plan (“WVPP”). By July 1, 2024, covered employers must establish, implement, and maintain an effective written WVPP and conduct employee workplace violence training. Employer obligations under this law are particularly daunting and burdensome, so we have developed a tool to help employers create customized, compliant WVPPs.

Connecticut Paid Sick Leave: On May 21, 2024, Connecticut Governor Lamont signed HB 5005, amending the state’s sick leave laws and expanding their coverage. Currently, employers are subject to the law if they have 50 or more employees in the state. On January 1, 2025, that number will drop to 25 employees. It will reduce again to 11 employees in 2026, and once more to one employee in 2027. The new law also expands the type of employees who are eligible for leave. Beginning January 1, 2025, employers will also need to display a poster describing these new requirements. We will update our products closer to the effective date

Chicago Illinois Paid Leave and Paid Sick Leave: On November 9, 2023, Chicago expanded its sick leave requirements. Beginning on July 1, 2024, employers will be required to provide eligible employees with up to 40 hours of paid sick leave and 40 hours of paid leave per year, with employees accruing paid leave and paid sick leave at a rate of one hour per every 35 hours worked. Employees are eligible for leave if they work at least 80 hours for an employer within any 120-day period while physically present in the city. Eligible employees may use their paid sick leave if they or their family members become ill or injured. Employees may use their paid leave for any reason they choose. At the end of the year, employees must be permitted to carry over at least 16 hours of paid leave (if leave is not frontloaded) and 80 hours of paid sick leave. We have updated our Sick Leave Policy to comply with these changes.

Oregon Unifies its Family and Medical Leave Laws: Oregon enacted Senate Bill (SB) 1515 which amends the Paid Leave Oregon insurance program and the Oregon Family Leave Act (OFLA) in several ways, most notably by removing the redundancies between the two laws and reducing the total amount of OFLA bereavement leave that employees may use in any one-year period. This change is effective July 1, 2024. We have updated our Family and Medical Leave Policy and Bereavement Leave Policy to comply with these changes.

May 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

The Equal Employment Opportunity Commission has released the Implementation of the Pregnant Workers Fairness Act. These rules give guidance on the PWFA, which helps employers follow the new law. This guidance includes extra clarification about how the PWFA differs from the Americans with Disabilities Act. These rules will be effective June 18, 2024. We have updated our ADA and Accommodations policy to conform with these changes. We have also added additional information to the Research Center to help employers follow this new guidance.

The Equal Employment Opportunity Commission has released the Enforcement Guidance on Harassment in the Workplace. Our EEO and Anti-Harassment policy already complies with current law so no changes are necessary.

New York has amended its Paid Sick Leave law to provide up to 20 hours of paid prenatal leave in a 52-week period leave for pregnant employees. This leave is in addition to existing paid leave and runs concurrently with FMLA leave, if applicable. This change is effective January 1, 2025. We will update our products closer to the effective date.

Oregon enacted Senate Bill (SB) 1515 which amends the Paid Leave Oregon insurance program and the Oregon Family Leave Act (OFLA) in several ways, most notably by removing the redundancies between the two laws and reducing the total amount of OFLA bereavement leave that employees may use in any one-year period. This change is effective July 1, 2024.

Washington passed Substitute Senate Bill 5793 which amends Washginton’s statewide paid sick leave law to allow employees to use their leave after a declared emergency. This change is effective January 1, 2025.

April 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

Oregon passed SB1515 which gives clarity and sets out new rules for the interaction between the Oregon Family Leave Act (OFLA) and Paid Leave Oregon. Effective July 1, 2024, serious health conditions and family bonding will only be covered under Paid Leave Oregon, OFLA bereavement leave will be limited to 4 weeks, and leave will no longer run concurrently between the OFLA and Paid Leave Oregon. We will update our Family and Medical Leave policy closer to the effective date of the law.

North Carolina passed H.B. 600, S.L. 2023-137 which provides employees who are members of the North Carolina Wing – Civil Air Patrol with up to 14 days of unpaid leave per year to perform their duties. We have updated our Emergency Services and Civil Service Leave policy to comply with these changes.

March 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

Illinois passed the Child Extended Bereavement Leave Act which expanded bereavement leave to include additional unpaid leave for employees who experience the loss of a child due to homicide or suicide. We have updated our Bereavement Leave policy to comply with this change.
Colorado and New York: We have updated the Internal Pay Transparency policy to account for recent changes to wage transparency laws in Colorado and New York. The Colorado Department of Labor and Employment released an Interpretive Notice and Formal Opinion on the state’s wage transparency law. The New York Department of Labor has a Fact Sheet available on the state’s wage transparency law.
We have updated our Jury Duty Leave and Witness Duty Leave policies with more information about salary pay and possible deductions. We have removed unnecessary language about salary pay from the Minnesota and Universal Bereavement Leave policies. For more information about unpaid leave and salary deductions see this fact sheet from the U.S. Department of Labor.

Required employee handbook policies by state for 2025

Latest employment policy updates

April 2025

March 2025

February 2025

January 2025

December 2024

November 2024

October 2024

September 2024

August 2024

July 2024

June 2024

May 2024

April 2024

March 2024

Download required policies by state

HR compliance for multi-state teams

Hiring in a new state?

Hiring Out-of-State Employees in Alabama (Updated for 2025)

Hiring Out-of-State Employees in Alaska (Updated for 2025)

Hiring Out-of-State Employees in Arizona (Updated for 2025)

Hiring Out-of-State Employees in Arkansas (Updated for 2025)

Hiring Out-of-State Employees in California (Updated for 2025)

Hiring Out-of-State Employees in Colorado (Updated for 2025)

Hiring Out-of-State Employees in Connecticut (Updated for 2025)

Hiring Out-of-State Employees in Delaware (Updated for 2025)

Hiring Out-of-State Employees in Florida (Updated for 2025)

Hiring Out-of-State Employees in Georgia (Updated for 2025)

Hiring Out-of-State Employees in Idaho (Updated for 2025)

Hiring Out-of-State Employees in Iowa (Updated for 2025)

Hiring Out-of-State Employees in Illinois (Updated for 2025)

Hiring Out-of-State Employees in Kansas (Updated for 2025)

Hiring Out-of-State Employees in Hawaii (Updated for 2025)

Hiring Out-of-State Employees in Indiana (Updated for 2025)

Hiring Out-of-State Employees in Louisiana (Updated for 2025)

Hiring Out-of-State Employees in Maine (Updated for 2025)

Hiring Out-of-State Employees in Michigan (Updated for 2025)

Hiring Out-of-State Employees in Minnesota (Updated for 2025)

Hiring Out-of-State Employees in Mississippi (Updated for 2025)

Hiring Out-of-State Employees in Montana (Updated for 2025)

Hiring Out-of-State Employees in New Hampshire (Updated for 2025)

Hiring Out-of-State Employees in North Dakota (Updated for 2025)

Hiring Out-of-State Employees in Ohio (Updated for 2025)

Hiring Out-of-State Employees in Oklahoma (Updated for 2025)

Hiring Out-of-State Employees in Kentucky (Updated for 2025)

Hiring Out-of-State Employees in Massachusetts (Updated for 2025)

Hiring Out-of-State Employees in Missouri (Updated for 2025)

Hiring Out-of-State Employees in Nebraska (Updated for 2025)

Hiring Out-of-State Employees in New Jersey (Updated for 2025)

Hiring Out-of-State Employees in New York (Updated for 2025)

Hiring Out-of-State Employees in Nevada (Updated for 2025)

Hiring Out-of-State Employees in New Mexico (Updated for 2025)

Hiring Out-of-State Employees in North Carolina (Updated for 2025)

Hiring Out-of-State Employees in Maryland (Updated for 2025)

Hiring Out-of-State Employees in Virginia (Updated for 2025)

Hiring out-of-state employees in Washington (Updated for 2025)

Hiring Out-of-State Employees in Wisconsin (Updated for 2025)

Hiring Out-of-State Employees in West Virginia (Updated for 2025)

Hiring Out-of-State Employees in Rhode Island (Updated for 2025)

Hiring Out-of-State Employees in Oregon (Updated for 2025)

Hiring Out-of-State Employees in Pennsylvania (Updated for 2025)

Hiring Out-of-State Employees in South Carolina (Updated for 2025)

Hiring Out-of-State Employees in South Dakota (Updated for 2025)

Hiring Out-of-State Employees in Tennessee (Updated for 2025)

Hiring Out-of-State Employees in Texas (Updated for 2025)

Hiring Out-of-State Employees in Vermont (Updated for 2025)

Hiring Out-of-State Employees in Utah (Updated for 2025)

Hiring Out-of-State Employees in Wyoming (Updated for 2025)

Schedule a demo

Let's talk

Required Policies for Alabama

Required Federal Policies

Want to see all of the handbook requirements for Alabama?

Required Policies for Alaska

Required Federal Policies

Want to see all of the handbook requirements for Alaska?

Required Policies for Arizona

Required Federal Policies

Want to see all of the handbook requirements for Arizona?