June 2026 Employer Compliance Calendar: Key HR, Payroll, Benefits and Workforce Management Dates
Staying ahead of rapidly changing compliance requirements isn't just good practice; it's essential to protect your organization and your people. From evolving payroll requirements to shifting workforce management rules, the stakes are high for employers navigating today's regulatory landscape.
Employee leave, worker protection, and compliance laws effective dates and details by state
Illinois
Neonatal Intensive Care Leave Act takes effect
Covered Employers: Illinois employers with more than 15 employees.
Effective Date: June 1, 2026
Summary: The law requires covered employers to provide unpaid leave to employees when their child is a patient in a Neonatal Intensive Care Unit (NICU).
Action Items: Employers with 16 to 50 employees must provide up to 10 days of unpaid leave, while larger employers must provide up to 20 days of unpaid leave. Review policies, practices and management training to ensure compliance with the law.
Chicago, Illinois
New Rules for Paid Leave and Paid Sick take effect
Covered Employers: All employers with covered employees who perform work within Chicago.
Effective Date: June 1, 2026
Summary: The City of Chicago has updated rules for its Paid Leave and Paid Sick Leave ordinance. The rules clarify and define various aspects of the ordinance including, for example, accrual rates, pay, notice requirements, alternative policy options and how joint employers are treated under the ordinance.
Action Items: Review the rules in full. Employers with multi-jurisdiction operations should ensure Chicago-specific requirements are applied to covered employees performing work within Chicago. Update leave practices and policies as necessary.
Oregon
Immigration status protection law takes effect
Covered Employers: All employers with employees in Oregon.
Effective Date: June 5, 2026
Summary: Employers may not discharge, discriminate, retaliate, or take adverse action against employees for updating or attempting to update their personal information based on a lawful change in their federal employment authorization documentation.
Action Items: Review policies, practices and management training relating to updating personal information to ensure compliance with the law.
Health Care Without Fear Act takes effect
Covered Employers: All employers with employees in Oregon.
Effective Date: June 5, 2026
Summary: Health care employers may not retaliate or take disciplinary action against employees for distributing informational or educational materials concerning immigrant rights and available immigration legal services if the materials are published or made available by a state agency.
Action Items: Review policies, practices and management training to ensure employees are not penalized or retaliated against in violation of the law.
Washington
Employee Microchip Prohibition law takes effect
Covered Employers: All employers with employees in Washington
Effective Date: June 11, 2026
Summary: Employers may not require an employee or applicant to be microchipped.
Action Items: Review any relevant policies, practices and management training dealing with subcutaneous or invasive tracking technology to ensure compliance with the law and possible future laws in other states.
Like this update? Subscribe to receive legislative alerts from ADP in your email.
About ADP
ADP carefully monitors federal and state legislative and regulatory developments in key areas including human resources, payroll, tax, benefits administration, and workforce management to help ensure that ADP systems are updated as relevant laws evolve.
We are committed to assisting businesses with increased compliance requirements resulting from rapidly evolving legislation and regulations. Our goal is to help minimize your administrative burden so that you can focus on running your business.
About this update
This article is for general informational purposes only and does not constitute legal advice. Nothing herein should be construed as legal advice or a legal opinion. This summary is high level and may not address all details, requirements, or compliance obligations related to the developments described. Additionally, the compliance of events referenced may have changed since publication. Before acting or refraining from action based on this information, consult a qualified attorney for advice tailored to your specific situation.
