The start of 2025 has introduced numerous compliance changes and updates at both the federal and state levels. To help employers stay prepared, here are key employment law deadlines taking effect in March, along with important regulations to watch through July.
Upcoming Federal Requirements
OSHA Form 300A Electronic Submission Due by March 2
- Covered establishments with 250 or more employees in the 2024 calendar year—or those with 20 to 249 employees in certain high-risk industries—must electronically submit their 2024 OSHA Form 300A data using OSHA’s online Injury Tracking Application (ITA). The submission deadline is March 2, 2025.
- Employers that meet any of the following criteria do not have to send Form 300A information to OSHA:
- They are partially exempt from OSHA’s routine recordkeeping requirements, as mentioned above.
- They never had 20 or more employees during the previous calendar year, regardless of industry.
- They had between 20 and 249 employees at some point during the previous calendar year but are not considered high-risk industries.
Executive Orders and Their Impact on Private Employers
- The recent Executive Orders do not apply to private employers unless they are federal contractors or receive federal funding. Due to their limited scope, private employers are not required to discontinue diversity, equity, and inclusion (DEI) training or initiatives.
Upcoming State Requirements
These upcoming law changes could significantly impact employers, affecting workplace policies, and compliance obligations.
New Jersey: Effective June 1, the New Jersey Pay Transparency law will take effect. Employers with 10 or more employees must include the hourly wage or pay range, along with a general description of benefits and other compensation programs available to the position, in all job postings. Additionally, employers must make reasonable efforts to notify current employees of open positions.
Missouri: In May, a new Paid Sick Leave law will take effect. Under this law, employees must accrue one hour of sick leave for every 30 hours worked or receive a frontloaded amount based on employer size. Employers with 0–14 employees may limit annual usage to 40 hours, while employers with 15 or more employees may limit usage to 56 hours annually. Employers must allow employees to use sick leave in the smallest time increment that the payroll system can track. Carryover may be capped at 80 hours, and a doctor’s note can only be required after three consecutive absences. This new law requires employers to update their policies and distribute a Notice of Rights by April 15.
Alaska: Effective in July, Alaska will enact a Sick Leave law. Employees must accrue one hour of sick leave for every 30 hours worked, or employers can frontload sick leave based on employee size. Employers with 0–14 employees may limit annual usage to 40 hours, while employers with 15 or more employees may limit usage to 56 hours per year. Employers must allow employees to use sick leave in the smallest time increment that the payroll system can track, and carryover can be capped at 80 hours. A doctor’s note can only be required after three consecutive absences. This new law requires employers to update their policies and distribute a Notice of Rights by July 31.
Vermont: Vermont Pay Transparency law will go into effect in July. Employers with 5 or more employees must include the rate or pay range information in job postings, including details about whether the pay is commission-based.
To learn more about how Counter Point can help support your compliance needs, request a call today!
