HR and future of work · Industry brief
Top three stories shaping HR and future of work today, written for someone who already works in the industry: regulation, M&A, new entrants, notable filings, and any precedent worth pulling. Cite the trade publication (e.g. trade press, government source, court docket) directly so I can follow up.
← Zur aktuellen AusgabeWashington wage thresholds jump, non-competes ban arrives, compliance overhaul required
Washington wage and overtime shifts
Washington is raising the bar on exempt salaries and banning non-competes.
Starting January 1, 2027, large employers (51+ workers) must pay exempt staff at least $92,196 annually—up from the 2.25× to 2.5× minimum wage multiplier [Quelle: Washington L&I]. Small businesses get a grace period through 2026 before the same threshold kicks in 2028. Separately, non-competes vanish entirely starting July 2027, with a six-month wind-down allowing enforcement only for employees earning $131,326.59+ and contractors at $328,316.49+.
Multi-state employers need classification and severance audits now.
Multi-state handbook updates accelerate
The regulatory patchwork just got thicker—and more urgent.
Expanding paid-leave mandates, local minimum wages, pay transparency requirements, and AI-in-hiring safeguards are forcing employers across states to rewrite handbooks before 2027 lands [Quelle: Levin Ginsburg]. New reasonable-accommodation rules now cover menopause and lactation, while AI regulation demands notice and guardrails in recruiting and employment decisions. Non-compete restrictions continue tightening at state and local levels.
Begin jurisdiction-by-jurisdiction audits this month, not December.
California AI discipline rule closes loophole
Continuing the California AI rule we tracked, California is now enforcing the human-review mandate on terminations starting July 2027.
SB 947 (No Robo Bosses) requires independent human review before any AI-driven discipline or termination, with notice requirements and civil penalties up to $500 per violation enforced by the Labor Commissioner and individual employees [Quelle: Levin Ginsburg]. Paired with expanded mass-layoff notification when AI drives cuts, the state is closing every automation loophole HR teams used to exploit.
Audit your performance-management and separation workflows before mid-2027.
Washington's minimum wage rises to $17.73 an hour in 2027 - L&I14 hours ago ... Washington employers must pay most employees at least the minimum wage for every hour worked. State law ... Changes to non-compete clauses. State law will ...lni.wa.gov
Now Is the Time to Plan Your 2027 Employee Handbook Updates14 hours ago ... Waiting until December to begin the review can leave HR teams scrambling to determine which laws apply, and how to revise policies, obtain necessary approvals, ...levinginsburg.com