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HR and future of work · Industry brief

Samstag, 10. Oktober 2026

HR and future of work · Industry brief

No fresh HR precedent today; check your compliance calendar

1 Min. Lesezeit

Washington wage deadline looms

January 1 is 83 days away.

If you missed it in Tuesday's brief, Washington's exempt salary floor hits $92,196 for large employers (51+ workers) on that date—a jump from the current 2.25× to 2.5× minimum wage multiplier [Quelle: Washington L&I]. Small businesses get a reprieve until 2028. Non-competes ban entirely July 2027 unless the worker earns $131,326.59+ or is a contractor at $328,316.49+. Multi-state employers still have time to run job-level audits, but calendar pressure is real.

Parallel rules on paid leave, pay transparency, and AI hiring notice stack on top.

California AI discipline rule tightens

July 2027: no robo-boss without human sign-off.

California's SB 947 (No Robo Bosses) mandates independent human review before any AI-driven termination or discipline, with civil penalties up to $500 per violation enforced by the Labor Commissioner [Quelle: Cal. Legislative]. Notice requirements apply, and expanded mass-layoff notification kicks in when AI drives cuts. Performance-management and separation workflows need audit before spring 2027 to avoid costly gaps in compliance.

Watch for federal court challenges to California's breadth.

New York personnel file access law arrives

November 8: records must ship in five days.

New York joins 19 other states requiring employers to provide full personnel file copies within five business days of a written request, free of charge, extending three years past separation [Quelle: NY DOL]. The law covers performance reviews, discipline, compensation, and third-party records held by vendors or PEOs. Violations carry $500–$2,500 fines per incident, with anti-retaliation teeth. Notify workers within ten days if negative information hits their file; let them append written disputes.

Audit your records systems and intake procedures now—34 days remain.

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No fresh HR precedent today; check your compliance calendar