In 2024, United States and Canadian employers encountered numerous new employee workplace protections, particularly in paid leave and pay transparency laws, but in other ways as well. These new legal requirements complicate compliance for employers and increase the likelihood of penalties, damages, and costs for non-compliance. Here are examples of laws passed or that took effect in the United States in 2024:
United States—Paid Sick Leave Laws
- The Minnesota Earned Sick and Safe Time Act took effect January 1, 2024, which requires covered employers to provide paid leave to employees working in Minnesota for at least 80 hours in a year
- Chicago Paid Leave and Paid Sick and Safe Leave Ordinance took effect July 1, 2024
- Changes to Paid Leave Oregon and Oregon Family Leave Act (OFLA) took effect July 1, 2024, to better align the two leave entitlements
- Massachusetts expanded the reasons employees can use the state’s Earned Sick Time entitlement, effective November 21, 2024
- California Paid Sick Leave and its unpaid leave for victims of domestic violence, sexual assault, or stalking, have expanded with the changes effective January 1, 2025
United States—Pay Transparency Laws
These laws aim to give employees resources so that they are aware of the pay ranges for positions and to promote fairness and equality in the workplace. Pay transparency laws are set to go into effect in several U.S. States.
- DC Wage Transparency Law—effective June 30, 2024
- New Jersey Pay Transparency Law—effective June 1, 2025
- Massachusetts Pay Transparency Law—effective July 31, 2025
United States | Department of Labor’s Overtime Rule Struck Down
On November 15, 2024, a Texas federal court struck down the Department of Labor’s April 2024 overtime rule that raised the minimum salary levels for the FLSA’s executive, administrative, professional, and highly compensated employee overtime exemptions. The ruling had an immediate nationwide effect, and the salary levels for these exemptions all reverted to their levels before July 2024.
Likewise, in Canada, provincial governments enacted similar workplace protections:
Canada | Prince Edward Island Paid Sick Leave
Effective October 1, 2024, Prince Edward Island replaced its former paid sick leave law with a more generous law. Employees are now entitled to one day of paid sick leave after 12 continuous months of employment with the same employer, two days after 24 months of continuous employment, and three days after 36 continuous months.
Canada | Manitoba Long-Term Leave for Serious Illness or Injury Extended
Manitoba amended its Employment Standards Code to extend the length of its Long-Term Leave for Serious Injury or Illness from 17 to 27 weeks. The change took effect on November 7, 2024.
Canada | Ontario Pay Transparency With Limited Exceptions
Ontario employers are now required to include information about the expected compensation, or the range of expected compensation, for a position in a publicly advertised job posting. Employers publicly advertising a job posting must also include statements disclosing whether the posting is for an existing vacancy and whether artificial intelligence is being used to screen, assess, or select applicants.
As for expected developments in 2025, although many employers are probably exhausted from hearing and reading about new paid leave and pay transparency laws, we can expect more of these laws to pass. Employers should also expect continued expansion of crime victim leaves and added focus on pay equity and privacy/data security issues. Overall, employers can expect more demanding compliance changes to follow. The 2025 Current State of North America Workforce Compliance Report includes my monthly updates from last year with commentary to better understand 2024’s biggest compliance challenges for North America employers and gain insights to plan a robust 2025 workplace strategy. These updates contain in-depth reviews of the laws mentioned above as well as vital practices for navigating shifting compliance demands.
Proactively Address Workplace Compliance Challenges and Trends
Significant changes to North America worker protections emerged in 2024. New legislation, such as paid sick leave entitlements and the Pregnant Workers Fairness Act, demonstrate a continued focus on workplace equality and employee well-being. While the specifics of these changes vary by region, employers should proactively take steps to adapt to new requirements as they arise.
The 2025 Current State of North America Workforce Compliance Report provides strategies to minimize compliance risks, penalties, and legal vulnerabilities. Key recommendations include regularly reviewing workforce compliance software configurations, understanding critical regulations like Family and Medical Leave Act and Americans with Disabilities Act, conducting periodic compliance checks, and consulting legal experts when facing uncertainties. Implementing these practices protects employees and the broader organization. WorkForce Software’s Compliance Navigator series offers updates and best practices to help employers understand and address the complexities of changing labor laws while creating a supportive and compliant work environment.
Follow our Compliance Navigator Series to stay informed on evolving labor regulations throughout 2025.
