Compliance Watch Bulletin – Q2 2025

Welcome to the newest edition of Compliance Watch—Legion’s quarterly bulletin covering key changes in employment laws. This edition highlights recent and planned updates for minimum wage, leave laws, Fair Workweek, and overtime eligibility. It also includes helpful resources and insights into how Legion Workforce Management (WFM) simplifies compliance and reduces administrative burden.

Minimum Wage

Minimum wage adjustments typically take effect in January, March, July, and December. As we head into mid-2025, several major cities and states are preparing to implement new wage rates. Download the latest edition of Compliance Watch for the complete list here.

How Can Legion Help with Minimum Wage Changes

Legion Workforce Management enables businesses to stay ahead of local wage laws by allowing employers to load city- and state-specific minimum wages directly into the platform. The system automatically checks each employee’s pay rate against these benchmarks and restricts shift offers to only those locations where the wage criteria are met. If a manager attempts to manually schedule an employee at a lower rate, Legion WFM flags the shift to prevent potential violations—ensuring compliance while simplifying scheduling operations.

Employee Leave Laws

Starting May 1, 2025, Missouri employers must provide eligible employees with 40–56 hours of paid sick leave annually, accrued at 1 hour for every 30 hours worked. Alaska will implement the same requirement effective July 1, 2025, with accrual and hour thresholds also based on employer size.

How Can Legion Help?

With the Legion Time-Off Management module, employers can easily configure accrual distribution methods and amounts in Legion’s WFM Control Center, ensuring full control over how time off is earned and allocated. The highly flexible accrual rules can be customized at the employee group level for specific time-off reasons, allowing organizations to tailor time-off policies to suit the unique needs of their workforce. For managers, it provides a clear view of staffing needs while streamlining request approvals—ensuring both compliance and operational efficiency.

Fair Workweek

Beginning July 1, 2025, retail employers in unincorporated areas of Los Angeles County with 300+ global employees must comply with Fair Workweek requirements—mirroring the City of Los Angeles law—including good faith schedule estimates, 14-day advance notice, employee consent for changes, predictability pay, 10-hour rest periods between shifts, and offering additional hours to existing staff before hiring. Everett, Washington, will also require employers to offer available hours to qualified current employees before hiring externally, using a fair and nondiscriminatory process.

How Can Legion Help?

Legion WFM supports full compliance with Fair Workweek regulations by managing city- and state-specific scheduling rules. The platform facilitates advanced schedule posting and allows managers to document and track good faith estimates and changes. Employees can provide digital consent for changes and attest to their accuracy. Legion automatically calculates predictability and clopening premiums and maintains a full audit trail of scheduling history for export. Managers can also use communication tools to notify employees of additional hours and create template shifts without assigning staff to comply with the advance offer rules.

Overtime Eligibility

Effective July 1, 2025, the minimum salary threshold for exempt employees in Alaska increases to $1,040 per week to retain their exempt status under administrative, executive, and professional categories.

How Can Legion Help?

Customers can send Legion an exempt status in the employee record via HR integration. The system can automatically schedule employees and assess the correct amount of overtime based on exempt status. Additionally, the system can calculate the correct overtime hours when computing pay.

Read all the details and get resource links to help you manage compliance. Download the complete report now.