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:
- New Hampshire: Lactation Accommodation
- Ohio: Pay Stub Protection and Digital Workplace Notices
NEW HAMPSHIRE
Lactation Accommodation – Effective July 1, 2025
New Hampshire employers with 6 or more employees will be required to provide nursing employees with a 30-minute unpaid lactation break for every three hours worked for up to one year after the child’s birth. The frequency of breaks needed to express milk, as well as the duration of each break, may vary.
In addition, employers will also be required to do the following:
- Create and distribute a company Lactation Accommodation policy;
- Provide a private space/room to express breast milk, other than a restroom. If the employee prefers, they may choose to use their own private office to express breast milk.
The private space/room must:
- Shielded from view and free from intrusion from other coworkers;
- be located near a sink with running water;
- must have a chair; and
- have an electrical outlet.
- Employees must provide at least a two week advance notice of their need for a lactation accommodation in the workplace.
OHIO
Pay Stub Protection Act – Effective April 9, 2025
Ohio employers are required to provide employees with an itemized earnings statement that includes the following information:
- The name and address of the employee and employer;
- Total gross wages and total net wages;
- A breakdown of additions and deduction from wages, with a brief explanation;
- Hourly Employees: Total hours worked, hourly rate of pay, and any overtime hours/wages earned; and
- The pay date and pay period the wages cover.
Employers may choose to provide this information electronic or form.
Digital Workplace Notices – Effective July 20, 2025
Ohio employers will be permitted to post certain mandatory labor law notices electronically, as long as they are accessible to all employees. This law does not eliminate the requirement for employers to display workplace notices, but allows an additional method of compliance by allowing employer to provide them in digital format.
The digital workplace posting law applies to the following notices:
- Ohio Minor Labor Law Notice
- Ohio Minimum Fair Wage Standards Law Notice
- Ohio Civil Rights Law Notice
- Ohio Prevailing Wage Law Notice
- Ohio Workers’ Compensation Notice
- Ohio Public Employment Risk Reduction Program (PERRP) Notice
Employers may publish the above notices on an internal company website, intranet, or HR portal, as long as the notices are reasonably accessible to all employees. Also, employers must be sure to communicate this change to all existing employees, as well as new employees upon hire.
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.
