Top Compliance Stories & What to Expect in 2024

Anyone else feel like they blinked and now 2023 is almost over? As we race toward 2024, I wanted to take a moment to slow down and reflect on some of the compliance changes that have been on our radar.  I’ve rounded up a collection of legislation passed in 2023 that’s brought about changes to reproductive protections, employee leave, and the overall rights of contingent workers.

While some of these policy changes have already gone into effect, others will be ringing in 2024 with us. So, settle in, keep reading, and have a happy (and compliant) new year!

Reproductive Protections

CA Reproductive Loss Leave

Effective 1/1/2024 - in addition to Bereavement leave, the state of California has made it unlawful for an employer to refuse to grant a request by an eligible employee to take up to 5 days of leave following a reproductive loss event. Under the bill, in the absence of an existing policy, the reproductive loss leave may be unpaid. However, the bill would authorize an employee to use certain other leave balances otherwise available to them.

The bill would make leave under these provisions a separate and distinct right under the California Fair Employment and Housing Act. For an employee to be eligible for reproductive loss leave, they must be employed a minimum of 30 days prior to the event, and the event is defined as any reproductive loss.

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New Pregnancy Protections

The Pregnant Employees Protection Act went live June 27, 2023. This law requires that employers consider accommodations to pregnant workers and applicants the same way the employer considers requests for accommodations related to the Americans with Disability Act.

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Leave Legislation

IL "Any Reason" Paid Leave

Effective 1/1/2024 - all Illinois employees, including part-time, will be required to be provided 40 hours of paid leave every 12-month period. The law leaves it up to the employer to decide whether the paid leave will be front-loaded or accrued. For employees, this will impact the carryover of paid leave.

The leave will be required to be paid out at the end of the assignment if it is not included in the employee's PTO or vacation banks.

In Chicago and Cook County, employees who already receive paid sick leave (PSL), will receive this “any reason” paid leave in addition to their sick leave, as it cannot double as both. Learn more here.

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Oregon Family Medical Leave

Effective September 3, 2023, eligible employees are allowed to apply for family, medical and safe leave in the state of Oregon to provide partially or fully compensated time away from work. Applications must be submitted no earlier than 30 days before the start of the leave and no later than 30 days after the start of the leave.  For eligible employees, leave can be approved for up to 12 weeks and can be used for a wide variety of eligible scenarios.

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Contingent Workers’ Rights

Illinois Amendment to Day and Temporary Labor Services Act

The Illinois Day and Temporary Labor Services Act, which provides basic workplace protections, will be amended to expand the rights of day and temporary workers, mandate increased safety oversight by both staffing agencies and third-party clients and increase fees and penalties for violations.

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New Jersey Temporary Workers’ Bill of Rights

On July 21, 2023, the New Jersey Department of Labor and Workforce Development issued proposed rules to the Temporary Workers’ Bill of Rights to guide temporary staffing agencies and third-party clients. These regulations are open for public comment until October 20, 2023, and final rules will be published after that date. 

>> Read more

If you manage a workforce population, there may be other legislation going into effect in 2024 that could impact your compliance. Connect with our experts to ensure you’re staying compliant all year, every year!