Compliance Library

Virginia has passed a new Paid Family and Medical Leave (PFML) law, signed into effect by Governor Spanberger on April 22, 2026. This law creates a state-run program that will give eligible employees paid time off for major life and health events. New paid leave option for Virginia employees Under the new law, employees can take paid leave for their own serious health condition, to care for a family member, or to bond with a new child after birth, adoption, or foster placement. Some military-related situations are also covered. Employees may receive up to twelve weeks of paid leave in a year, with partial wage replacement. The program will roll out in stages. Starting April 1, 2028, employers and employees must begin making payroll contributions to fund the program. Benefits will become available on December 1, 2028, when employees can begin taking paid leave. Funding the program through payroll deductions Most employees in Virginia will be covered, including part-time workers. The program will be funded through payroll deductions shared by employers and employees, with rates set by the state each year. Some small employers may not have to pay the employer portion, but they still must follow other requirements. Employers will need to handle several new responsibilities. These include collecting and sending payroll contributions to the state, giving required notices to employees, protecting employees’ jobs while they are on leave, and keeping accurate records. Employers must also avoid any retaliation against employees who use the leave. Compliance considerations to understand There are real risks for not complying with the law. Employers may face financial penalties for failing to pay contributions or follow the rules. Employees may also bring claims if they are denied benefits or not returned to their jobs after leave. More details on penalties are expected, but enforcement is likely to be taken seriously. Overall, this law is a major change for Virginia employers. While the deadlines are still a couple of years away, it is important to start preparing now to avoid issues later. Get in touch with one of our experts to learn how your organization can best prepare.

Understand termination letter and separation notice requirements for each applicable U.S. state with this helpful guide to stay compliant.

Ramping up for holiday hiring? Review our checklist for the essential employer tasks to get right and how to streamline them.

The Michigan Supreme Court, in a 4-3 decision handed down July 31, overruled the state legislature and reinstated paid sick leave laws passed via ballot initiative. The state legislature had reacted to the laws by greatly weakening them prior to the new state governor taking office, switching the executive branch to Democratic control under Gretchen Whitmer. The legislators “adopt and amend” methodology was called out by the court as unconstitutional, and the original measures approved by voters now take effect February 21, 2025. The Earned Sick Time Act provides employees with one hour of paid sick time for every 30 hours worked, up to a total of 72 hours annually. Small employers, defined as having fewer than 10 employees, would be required to offer a hybrid program of up to 40 hours of paid sick leave and 32 hours of unpaid sick leave annually. Employers that already have policies providing at least the required amount will be considered compliant.  It is important to note that carryover will also be required. Earned sick time will carry over from year to year up to the yearly maximums. Employers should also be aware of the retaliation provision included in the Earned Sick Time Act. Employers are presumed to have violated to have violated the Act if they terminate employees within 90 days of use of a sick day, which may cause conflict with specific employer attendance policies. Paid sick leave continues to be a hot topic in state legislatures. While the Federal Family and Medical Leave Act guarantees up to 12 weeks leave, that time is unpaid. As of this decision, some 16 states plus the District of Columbia have paid sick leave laws in place. Employers need to ensure they are adequately tracking these laws, as they invariable have steep penalties attached regarding employer responsibilities. In addition, many of these laws call for provision of specific notifications that outline employee rights.  Experian Employer Services will continue to provide legislative and regulatory updates as items affective employers develop.

Learn more about optimizing Form W-2, its purpose and filing instructions in order to meet the requirements and prevent penalties for late, incomplete or inaccurate forms.

A new Illinois law allows for electronic posting of workplace notifications to help employers with a remote or hybrid workforce.