Each month, Optimum HR gathers the latest updates and changes to federal and state employment law. Read on to learn how these changes may affect you, and how Optimum can help you ensure compliance.
FEDERAL UPDATES
Federal Agencies Directed to End Enforcement of Disparate Impact Discrimination Claims Under President Trump’s New Executive Order
On April 23, 2025, President Trump issued an Executive Order entitled “Restoring Equality of Opportunity and Meritocracy” (“Executive Order”). This Executive Order is one in a series issued by President Trump with the goal of eliminating Diversity Equity and Inclusion (“DEI”) policies and practices. This Executive Order focuses on dismantling legal claims for discrimination based on a disparate impact theory of liability. Read more (CDFLaborLaw.com)
OSHA Extends Heat Hazard Program: Employers Should Act Before Summer Sets In
The Occupational Safety and Health Administration (OSHA) has extended its National Emphasis Program on Outdoor and Indoor Heat-Related Hazards (NEP) to April 8, 2026. The NEP was set to expire on April 8, 2025. This extension allows OSHA to continue its efforts in identifying and addressing heat-related injuries and illnesses in workplaces. Read more (JacksonLewis.com)
EEO-1 Reporting Window Opens
Private employers with at least 100 employees and federal contractors with at least 50 employees are required to file their 2024 EEO-1 reports by June 24th, 2025. If you were a client of Optimum’s during Q4 of 2024, we will file these reports on your behalf. Detailed information can be found on the EEOC website.
The First 100 Days of the Second Trump Administration
Take a look at an overview of President Trump’s first 100 days in office, highlighting executive actions in six areas impacting employers: immigration; inclusion, equity, and diversity; civil rights and the EEOC; labor law and the NLRB; DOL leadership; and higher education. Read more (Littler.com)
USERRA Amendments: What Employers Need to Know
The Dole Act recently amended and expanded employment protections afforded veterans by the Uniformed Services Employment and Reemployment Rights Act (USERRA). Read more about amendments to USERRA’s anti-retaliation provisions, potential remedies, and more. Read more (JacksonLewis.com)
STATE UPDATES
July 1st Minimum Wage Increases
Several states and localities are scheduled to increase their minimum wages effective July 1st. See HERE for a complete list of upcoming changes. Optimum will be reaching out to each client impacted by changes.
CALIFORNIA
California Court of Appeal Affirms Validity of Prospective Meal Break Waivers
On April 21, 2025, a California Court of Appeal affirmed the validity of prospective, written meal period waivers, so long as they are revocable and not coerced. Read more HERE.
Reminder Retail Employers: Los Angeles County Fair Workweek Ordinance Takes Effect in July
Retail employers should note that the Los Angeles County Fair Workweek Ordinance will go into effect on July 1, 2025. This ordinance applies to employers in unincorporated areas of Los Angeles County. Read more (JacksonLewis.com)
California Employers, Don’t Forget Your Annual Workplace Violence Prevention Plan Responsibilities!
California employers should begin preparing to comply with their annual requirements under the workplace violence prevention law, California’s Labor Code 6401.9 (commonly known as SB 553), including retraining their staff and reviewing their workplace violence prevention plans. Read more (JacksonLewis.com)
MISSOURI
Missouri Paid Sick Time Law Still Stands After State Supreme Court Ruling
On April 29, 2025, the Supreme Court of Missouri upheld Proposition A, the voter-approved initiative that mandates paid sick time and raised the minimum wage. Read more (Ogletree.com)
VIRGINIA
Expanded Definition of ‘Low-Wage’ Employees in Virginia Non-Compete Ban: Employers Need to Act Now
Virginia is the most recent state to tighten restrictions on employment non-compete agreements. Governor Glenn Youngkin signed a bill expanding the definition of low-wage employees under the state’s existing prohibition on covenants not to compete, Va. Code Ann. § 40.1-28.7:8. Effective July 1, 2025, the statute will prohibit employers from entering into non-compete agreements with employees classified as non-exempt under the Fair Labor Standards Act (FLSA). Read more (JacksonLewis.com)
WASHINGTON
Washington Expands Covered Uses of Paid Sick Leave to Include Immigration Proceedings
On April 25, 2025, Washington State Governor Bob Ferguson signed House Bill 1875 into law. The amendment will become effective July 27, 2025. The new law amends Revised Code of Washington § 49.46.210 to expand the reasons for which employees and transportation network company drivers can use paid sick leave. Specifically, the amendment allows the employee or driver to use such leave to prepare for, or participate in, any judicial or administrative immigration proceeding involving the employee or driver or their family member. Read more (Littler.com)
