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
February 17, 2026 NEW
W-4 If employees claim to be exempt from withholding, they must submit a new Form W-4 to their employer by February 17, 2026. Please notify your payroll contact of any changes to your employees’ federal exemptions or update your employee information if you input your own payroll. The Internal Revenue Service (IRS) may request copies of selected employee Forms W-4 if the agency suspects an under-withholding problem. Follow the instructions on the IRS letter if this occurs.
February 1, 2026 NEW
OSHA Form 300A Posting Begins February 1, Electronic Reporting Due March 2.
Read more.
July 4, 2025.
New provisions from the One, Big, Beautiful Bill Act include no tax on tips and overtime.
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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.
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.
New Hampshire Law Alerts
Protections for Military Spouses – effective January 1, 2026
Employers with 50 or more employees at the same location in New Hampshire will need to provide certain protections for military spouses.
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Leave for Childbirth and Postpartum Care – effective January 1, 2026
Employers with 20 or more employees will need to provide up to 25 hours of job-protected, unpaid leave to employees for certain baby-related medical appointments.
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Lactation Accommodations – effective July 1, 2025
Employers with six or more employees will be required to provide employees with certain lactation accommodations.
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Massachusetts Law Alerts
Requirement to Disclose Pay Ranges – effective 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.”
Vermont Law Alerts
Minimum Wage Increase – effective January 1, 2026
Vermont’s minimum wage will increase to $14.42 per hour. The minimum base wage for tipped employees will increase to $7.21 per hour.
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Pay Ranges Required in Job Postings – effective July 1, 2025
Employers with five or more employees (with at least one that works in Vermont) will be required to include the pay rate or range in any written posting for a job that will be physically performed in the state or for remote positions that mainly do work for a location in the state.
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Family and Parental Leave Expanded – effective July 1, 2025
The parental and family leave law, which generally applies to employers with 10 or more employees, will be significantly expanded.
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Payroll Management, Inc.
550 Center Street STE 1210
P.O. Box 1837
Auburn, ME 04211-1837
