Federal Law Alerts
Staying compliant shouldn’t be a full-time job.
Stay Informed. Stay Compliant.
Keeping up with ever-changing employment laws can be a challenge for busy employers—but we’re here to make it easier. This page is regularly updated with key federal, Maine, Massachusetts, and New Hampshire law alerts that matter to your business. It’s everything you need to stay compliant, all in one place—so you can stay focused on what you do best.
Payroll Management puts the personal back in payroll.
Federal Law Alerts
SECURE 2.0 Act of 2022 (retirement plan provisions)
This law (part of the Consolidated Appropriations Act, 2023) contains many provisions phased in over time; some key employer responsibilities are scheduled for 2026.
Employer/Plan‑sponsor impact items for 2026:
- Starting January 1, 2026: For high‑earners (earning more than ~$145,000 indexed) in governmental 457(b) plans, age‑50+ “catch‑up” contributions must be made on a Roth (after‑tax) basis.
- By December 31, 2026 (for calendar year plans), plan documents must be amended to reflect many of the SECURE 0 changes.
New Hampshire Law Alerts
Lactation Accommodations – July 1, 2025
Employers with six or more employees will be required to provide employees with certain lactation accommodations.
Maine Law Alerts
Minimum Wage to Increase in 2026 – effective January 1, 2026
The Maine Department of Labor announced that effective January 1, 2026, the state minimum wage will increase from $14.65 to $15.10 per hour, based on data recently made available by the U.S. Department of Labor’s Bureau of Labor Statistics.
Accrual of Earned Paid Leave – effective September 24, 2025
Allows employees to carry over unused Earned Paid Leave to the next year and to accrue the statutory minimum or employer provided amount of EPL, whichever is higher, the next year.
Expanded Access to the Maine Wage Assurance Fund – effective September 24, 2025
Allows workers to receive up to 4 weeks of wages and liquidated damages from the Wage Assurance Fund when the employer has no assets to use to pay the worker the full wages and damages they are entitled to.
Establishing a Minimum Wage for Agricultural Workers – effective September 24, 2025
Provides a minimum wage of $15.10/hour (with annual cost of living adjustments) for workers employed to perform agricultural labor, beginning January 1, 2026.
Minimum Pay for Reporting to Work – effective September 24, 2025
Requires employers to make a good faith effort to notify workers of a cancelled or shortened shift, or to pay the lesser of 2 hours wages or the remainder of the shift if alternative work cannot be assigned, with limited exceptions for events the employer cannot control.
Massachusetts Law Alerts
Requirement to Disclose Pay Ranges – October 29, 2025
Beginning October 29, 2025, the law requires employers with 25 or more employees (“covered employers”) to establish and disclose pay ranges in job postings and to employees. A “pay range” is “the annual salary range or hourly wage range that the employer reasonably and in good faith expects to pay for such a position at that time.”
Payroll Management, Inc.
550 Center Street STE 1210
P.O. Box 1837
Auburn, ME 04211-1837
