Payroll Compliance Changes in 2024

As we usher in the year 2024, the business world finds itself at the threshold of a dynamic regulatory environment. Staying ahead of compliance changes is not merely about adherence; it’s about being proactive, informed, and ready to act. This blog is your compass to the latest legislative updates, practical guidelines, and strategic insights necessary for navigating the choppy waters of 2024’s compliance sea. From cutting-edge data protection laws to shifting employment regulations, and groundbreaking environmental policies, we dive deep into what these changes mean for your business and how to effectively integrate them into your operations. Whether you’re a small business owner, a compliance officer, or just interested in keeping your finger on the pulse of 2024’s regulatory climate, this blog is your first step towards mastering the art of compliance in an increasingly complex world.

Arkansas:

Potential disqualification from unemployment benefits for candidates who do not respond to job offers or fail to appear for interviews.

California:

Adjusted minimum wage and salary thresholds for exempt computer software employees.

Greater minimum wage requirements for healthcare workers.

Codification of the prohibition of non-compete clauses with a notification requirement for certain previous agreements.

An increase in the amount of paid sick leave required for employees.

Expansion of California’s Equal Pay Act, with increased protections against retaliation.

Colorado:

Boulder County minimum wage going up due to the cost of living, and the state having new requirements around pay transparency and job opportunity postings.

Connecticut:

Minimum wage increases to $15.69 per hour.

Hawaii:

Employers with 50 or more employees must disclose hourly or salary rates in job postings.

Illinois:

Chicago provides 10 paid leave days. Statewide, employers with 50+ employees must offer 6 to 12 weeks of unpaid leave for employees who lost a child to suicide or homicide.

Maryland:

Modifications to family and medical leave insurance program contributions and cost-split.

Michigan:

Repeal of the state’s Right to Work provisions, affecting union security clauses.

Minnesota:

Statewide earned sick and safe time law requiring paid sick leave, and equal pay requirement, prohibiting employers from inquiring about pay history.

Nevada:

Regulation of early wage access providers and increased OSHA penalties.

New Jersey:

Launch of the Workplace Accountability Labor list for businesses with outstanding liabilities for wage, benefit, and tax law violations.

New York:

Requirement to show that pay disparity is based on job-related factors for defending equal pay law, and up-to-date Paid Family Leave benefits.

Oregon:

Protection of civil workplace rights extended to individuals in apprenticeship programs, and expansions in military leave definitions and bias crime victim leave.

Certain states, such as Tennessee, are amplifying the penalties for wage and hour violations, evidence that there is a growing emphasis on the enforcement of labor regulations. Employers situated in these regions must take the necessary steps to stay informed about these changes. A thorough review and timely adjustment of company policies and practices are crucial to maintaining compliance. To safeguard your business from potential fines and to foster a fair and lawful workplace, proactive adherence to these updated regulations is not just advisable; it is imperative. Remember, compliance is an ongoing journey that calls for constant vigilance and adaptation to the evolving legal landscape.