At Inspiring HR, we simplify compliance for small businesses by keeping you informed about labor law changes that could impact your company. Stay ahead of compliance in 2025 with these new updates to state labor laws.
Please note: This blog is for informational purposes only. Employers should consult with an Inspiring HR Consultant or legal counsel to address specific requirements for their organization. Find past updates and insights on our website.
Key Topics This Month:
- Virginia: Non-Compete Updates
- Virginia: Violence Prevention Policies for Healthcare Employers
Virginia
Non-Compete Law Update – Effective July 1, 2025
Frequently Asked Questions (FAQs)
What is changing about Virginia’s non-compete law in 2025?
Effective July 1, 2025, Virginia is expanding its ban on non-compete agreements. This update increases the definition of a “low-wage worker” to anyone earning $76,081 annually or less, and also extends the ban to all non-exempt employees, regardless of income.
What is considered a “non-compete” agreement?
A “covenant not to compete” refers to any agreement between an employer and an employee that restricts the employee from working for a competitor or starting a competing business after leaving the employer.
Who is protected under this updated law?
- Low-wage workers (earning $76,081 or less per year)
- All non-exempt employees under the Fair Labor Standards Act (FLSA)
These employees can no longer be required to sign non-compete agreements after July 1, 2025.
Are existing non-compete agreements still valid?
Yes. Any non-compete agreements signed before July 1, 2025 will remain legally enforceable under prior law. However, no new agreements violating the updated rule should be issued after that date.
What must employers do to comply?
Employers in Virginia must:
- Post a copy of the non-compete law in the workplace alongside other state and federal labor law notices.
- Exclude non-compete clauses from agreements with low-wage and non-exempt employees during onboarding.
New Workplace Prevention Rules for Healthcare Employers – Effective July 1, 2025
Frequently Asked Questions (FAQs)
What does the new Virginia law require for healthcare employers?
Starting July 1, 2025, healthcare employers in Virginia must:
- Establish a system to track and report incidents of workplace violence.
- Notify all employees about this system.
- Provide clear guidelines on when and how to report incidents.
- Implement a non-retaliation policy protecting employees who report violence.
What counts as workplace violence?
Workplace violence can include physical assault, verbal threats, intimidation, or any other behavior that threatens the safety of employees.
Who is covered under these new requirements?
The law applies to all healthcare employers operating in the state of Virginia, including hospitals, clinics, urgent care centers, and long-term care facilities.
What policies must employers implement?
- A workplace violence prevention and reporting policy
- An anti-retaliation policy to ensure that no employee faces punishment or discrimination for making a report
Why is this law important?
These requirements are designed to:
- Promote accountability and proper response to threats and violence in healthcare settings
- Create safer healthcare work environments
- Encourage employees to report violent incidents without fear
Inspiring HR offers helpful resources such as compliance tools, labor law reference guides, and more. For personalized support navigating these updates, contact us today.
This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek HR consultation or legal counsel before making decisions about policies.
