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Keep Your Company Compliant in June: Key Deadlines, State Updates & Your July 1 Checklist

Posted By: Guardian HR Staff Posted On: June 2, 2026 Share:
June Compliance Update Blog Featured Images

Monthly Compliance – June

If you’re in HR, you’re no stranger to compliance management, forms, and deadlines—though keeping them all in order may be a different story. We want to be sure you’re equipped with the right information to keep everything on track year after year, from ADA to FLSA.
That’s why we put together the HR compliance calendar every year, to bring you an important list of dates and deadlines you need to know to help keep compliance on track for your workplace.
In this compliance calendar, you will find the key topics to keep your Company up-to-date and ready to take on the year like a pro including employee awareness and required or recommended training.
*Monthly Compliance Webinars – Join us for our monthly webinar with a Compliance Consultant to guide you through HR compliance tasks and topics. Reach out to your dedicated HR Manager to find out how to register for the monthly Compliance Calendar Webinar!

Holidays

Juneteenth – Friday, June 19th

Important Dates and Deadlines for this Month

June 1 

Illinois Employers

Illinois Family Neonatal Intensive Care Leave Act Takes Effect

Effective June 1, 2026, the Illinois Family Neonatal Intensive Care Leave Act requires employers with 16 or more employees to provide eligible employees with unpaid leave while their child is a patient in a neonatal intensive care unit (NICU). An employer with 16 to 50 employees must provide up to 10 days of leave, while an employer with 51 or more employees must provide up to 20 days.

Chicago Paid Leave and Paid Sick Leave Rules Updated

Effective June 1, 2026, Chicago amends the rules implementing its Paid Leave and Paid Sick and Safe Leave Ordinance. Among other changes, the amendments:

  • Define the circumstances under which multiple entities may constitute joint employers for the purposes of complying with the ordinance;
  • Provide examples of paid sick leave abuse for which employers may discipline employees; and
  • Clarify that caring for a family member whose place of care has been closed includes informal childcare arrangements that are unexpectedly unavailable, such as a babysitter cancellation.

Chicago, Illinois, Fair Workweek Changes Take Effect

Effective June 1, 2026, the Chicago, Illinois, Fair Workweek Ordinance rules are amended to, among other things:

  • Establish criteria for determining employer size, which in turn is used to determine employer coverage;
  • Require that on-call shifts and additional information be included in estimates of work schedules;
  • Require that advance notice of work schedules be time-stamped with the date and time of posting; and
  • Require employers to keep records about whether an employee receives tips or performs the duties of both tipped and non-tipped positions.

June 8

West Virginia

West Virginia Aligns Child Labor Occupation Prohibitions With Federal Law

Effective June 8, 2026, West Virginia replaces its state-specific list of prohibited occupations with a reference to federal law. It also establishes a partial exemption for students performing roofing operations.

June 11

Washington 

Washington Clarifies Unemployment Insurance Coverage for Laid Off Workers

Beginning June 11, 2026, Washington workers separated from employment due to employer-initiated layoffs or workforce reductions may receive unemployment benefits even if the employee offered to be part of that workforce reduction.

Washington Modifies Paid Family and Medical Leave Premium Share Allocations, see: RCW50A.10.040 changes noted in 5292-S2.SL and 2345-S2.SL

Effective June 11, 2026, the state paid family and medical leave (PFML) law is amended to modify the allocation of the employer and employee premium shares. Employers may withhold from employees' reportable wages up to 100% of the medical leave premium and up to a specified percentage of the family leave premium. The specified percentage of the family leave premium is an amount equal to the difference between:

  • The full amount of the premium required for family leave plus 45% of the full amount of the premium required for medical leave; and
  • The full amount of the premium required for medical leave.

Using the 2026 allocation of the total premium - 48.06% family premium and 51.94% medical premium - the specified percentage of the family leave premium an employer may withhold from an employee's reportable wages would be approximately 40%. The resulting total premiums will be approximately the same as calculated for 2026 - 71.43% paid by employees and 28.57% paid by employers. The amendment does not change the law regarding small employers, who are not required to pay the employer portion of the premiums.

Washington Amends Wage Payment Penalties

Effective June 11, 2026, the civil penalty for willful failure to pay wages is increased to $1,500 (from $1,000), and the maximum penalty cap of $20,000 is repealed. In addition, penalties will be imposed based on the appropriateness of the penalty with respect to the number of affected employees, the gravity of the violation, the size of the employer's business, the good faith of the employer, the source or cause of any error, the promptness of remedy, the employer's history of previous complaints and violations (including enhancements for repeat willful violations) or other factors the DLI considers relevant. Penalties may be waived under certain circumstances.

Washington Enacts Waiver of Unemployment Tax Reporting Penalties for Minor Errors

Effective June 11, 2026, the state labor commissioner may waive penalties for filing incomplete or inaccurate wage and tax reports for minor or insignificant errors, including but not limited to inadvertent errors caused by the failure of software to properly produce a tax and wage report with the standard occupational classification code or job title of each worker.

Washington Restricts Microchip Implantation

Effective June 11, 2026, Washington employers are prohibited from requesting, requiring or coercing an employee to undergo implantation of a microchip.

June 30

End of Q2, calendar year.

Minnesota

Minnesota Employers with 100 or More Employees Must Register for Secure Choice Retirement Savings Plan

Eligible Minnesota employers with 100 or more employees must register for the Minnesota Secure Choice retirement savings plan by June 30, 2026. 

Topics to Discuss and/or Review

Many Minimum Wage changes take effect around July 1, please check your locations for any updates. For clients with access to the Forms Library, see the chart Minimum Wage Rates by State and Municipality in the Compensation & Payroll > State Laws > Compensation and Payroll By State Spreadsheets folder.Review Latest Labor Law Updates. For clients with access to the Forms Library, for a more comprehensive overview of the changes, see the chart, “2026 July 1st Compliance Chart” in the “Employment Law Overview by State” Folder.Alaska

Connecticut

Georgia

Hawaii

Illinois

Indiana

Minnesota

Nebraska

New Jersey

New York

Oregon

South Carolina

Tennessee

Virginia

Washington

Wyoming

Tips

More information in reference to the topics discussed in this month’s compliance calendar can be found in our comprehensive online Forms Library, which is available to members 24/7. 

Note: This calendar is designed to help our clients review the key human resources-related reporting and notice requirements that may apply to their organizations. Please note that this list is for general reference purposes only and is not all-inclusive. Please note that these HR compliance dates, deadlines, and requirements are current as of this document's published date. HR compliance regulations are subject to frequent change at federal, state, and local levels. We strongly recommend regularly verifying the latest requirements and deadlines with official government sources or qualified legal counsel to ensure ongoing compliance.

Many of the compliance requirements are complex ERISA or other statutory legal filings and responsibilities may vary depending on your company’s plans. We encourage you to consult with your insurance brokers, plan administrators and/or your ERISA and tax advisors for further guidance.

For the most current information on certain tax-related or benefit-related documents or forms provided by the IRS, or other sources, please check with a tax professional, benefit professional and/or the correlating websites (i.e. irs.gov/LatestForms, etc.).

Guardian HR Staff

Guardian HR Staff

In-House Writing Team

Read informative articles, insights, and other resources right from the experts on the Guardian HR team.