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While there are a host of federal laws and regulations with which employers must comply, many state and local jurisdictions also have laws and regulations that govern the employment relationship. Understanding which laws apply to your business when these laws conflict can be a significant challenge. To help, we've identified 10 areas in which your state and/or local law may be more generous to the employee. In general, when laws conflict, the law most generous to the employee applies.  

Ohio has enacted legislation (House Bill 96), which requires employers to provide notice of certain plant closings and mass layoffs. House Bill 96 takes effect Sept.  29, 2025.

New Hampshire has enacted legislation (House Bill 2), which requires certain employers to provide unpaid leave for medical appointments related to childbirth or adoption. House Bill 2 takes effect on Jan. 1, 2026.

Montana has enacted legislation (House Bill 667), which adds protections for employees in public office. House Bill 667 is retroactive to Jan, 1, 2025.

The state of Ohio has enacted legislation (Senate Bill 33), which provides employers with the option to post certain state labor law notices online. Senate Bill 33 is effective immediately.

The city of Pittsburgh has enacted legislation (Ordinance 11), which expands its paid sick leave law requirements. The Ordinance is effective Jan. 1, 2026.

The state of Washington has enacted legislation (House Bill 1524), which increases certain employer's workplace safety requirements for isolated employees. House Bill 1524 takes effect on Jan.  1, 2026.