HR Compliance Checklist by State

California requires overtime pay for hours worked over 8 in a single day (not just 40 per week). Double-time kicks in after 12 hours in a day or 8 hours on the 7th consecutive workday.

30-minute meal break required before the end of the 5th hour of work. Second meal break after 10 hours. 10-minute paid rest breaks for every 4 hours worked. Violations = 1 hour of pay penalty per missed break.

Employees accrue 1 hour of paid sick leave per 30 hours worked (minimum). Must allow at least 3 days (24 hours) of sick leave per year. Can't deny usage for any reason covered by law.

Pay stubs must include 9 specific items: dates, hours worked, rates, deductions, net/gross pay, employee info, employer info, and more. Missing items = $50-$4,000 per violation per employee.

Terminated employees must receive final pay immediately at termination. Employees who quit with 72+ hours notice must receive final pay on last day. Less than 72 hours notice = 72 hours to pay. Waiting time penalties accrue daily.

Employees can sue on behalf of the state for labor code violations. Single violations turn into class-actions fast. Meal break violations, wage statement errors, and misclassification are top triggers.

California uses the strict ABC test for independent contractors. Most contractors fail the test and should be W-2 employees. Misclassification penalties are severe.

NYC employers must provide 1 hour of sick leave per 30 hours worked, up to 40-56 hours per year depending on company size. Separate from New York State sick leave (which exists for COVID only currently).

NY minimum salary for exempt employees varies by location and company size: NYC (11+) = $1,125/week ($58,500/year). Failing to meet thresholds = misclassification and OT back pay.

Employees working shifts that span more than 10 hours in a single day must receive an extra hour of pay at minimum wage. Common in hospitality and retail.

Manual workers must be paid weekly. Clerical/other workers can be paid semi-monthly or monthly. Different rules for different employee types.

Employers must provide written notice of pay rate, pay schedule, and other terms at hire and whenever anything changes. Specific form required.

All NY employers must provide annual sexual harassment prevention training. Specific content and duration requirements. Records must be kept.

Employers with 11+ employees must provide 1 hour of paid sick time per 30 hours worked, up to 40 hours per year. Smaller employers must provide unpaid sick time.

Retail employees working Sundays or certain holidays must receive time-and-a-half pay plus the right to refuse Sunday work. Specific retail industries only.

30-minute meal break required for shifts over 6 hours. Break must occur between 3rd and 5th hour of shift.

Boston retail/hospitality employers must provide schedules 2 weeks in advance and pay penalties for last-minute changes ("predictability pay").

Terminated employees must receive final pay on termination day. Employees who quit must receive final pay on next regular payday (or final day if they give 1+ weeks notice).

1 hour of paid sick leave per 40 hours worked. No annual cap. Unused time carries over. Very generous compared to other states.

Seattle minimum wage varies by company size and benefits offered: Large employers (500+) = $19.97/hour. Small employers = lower tiers. Changes annually.

Seattle requires 14 days advance notice for schedules and "predictability pay" for last-minute changes. Applies to retail and food service.

State-run paid leave program funded through payroll tax. Up to 12 weeks for family leave, 12 weeks for medical leave, combined 16-week maximum.

1 hour of paid sick leave per 40 hours worked, up to 40 hours per year. Separate from (limited) Illinois state sick leave law.

Final pay must be provided by the next regularly scheduled payday. No immediate payout required like California, but must happen on time.

Employers cannot ask about or screen applicants based on salary history. Applies to applications, interviews, and background checks.

Employers with 15+ employees must provide annual sexual harassment prevention training. Model training available from IL Dept of Human Rights.

• • Earned Sick Leave: 1 hour per 30 hours worked, up to 40 hours/year
• • Equal Pay Act: Prohibits pay discrimination + salary history ban
• • Temp Worker Protections: Same pay as permanent employees for same work
• • Final Pay: Next regular payday for all terminations

• • Sick Time: 1 hour per 30 hours (Portland: 1 per 30, up to 48 hours/year)
• • Predictive Scheduling (Portland): 2 weeks advance notice for retail/food service
• • Final Pay: Immediate if terminated; next payday if quit (or immediately if 48+ hours notice)
• • Pay Equity Law: No salary history questions; must provide pay range if requested

• • Paid Sick Leave: 1 hour per 30 hours worked, up to 48 hours/year
• • Wage Transparency: Must include pay range in all job postings (even remote)
• • Meal & Rest Breaks: 30-min meal break per 5 hours; 10-min rest per 4 hours
• • Final Pay: Immediate if terminated; next payday if quit

• • Final Pay: Next regular payday (6 days if no payday scheduled)
• • Payday Frequency: Must pay at least monthly; more frequent for hourly
• • Wage Statements: Must provide on or before payday
• • At-Will Employment: Default employment relationship (but document everything anyway)
• • No State Sick Leave: Federal FMLA and local ordinances only

• • Final Pay: Next regular payday or 2 weeks after, whichever is first
• • No State Sick Leave: No paid or unpaid sick leave mandate
• • Minimum Wage: $13/hour (as of 2026); increases annually toward $15
• • At-Will Employment: Strong at-will protections for employers
• • Federal Baseline: FLSA, FMLA, ADA are primary compliance concerns