APRIL EDITION
Your Compliance Questions, Answered
By Christina Everling, GovDocs Attorney
Employment Law and Compliance
May 19, 2026
Each month, GovDocs’ Employment Law & Compliance Team answers the most common employment law questions employers are facing. This edition covers new state electronic monitoring notification requirements, a roundup of Virginia’s recently passed employment laws, and an update on the federal contractor minimum wage.
Staying compliant in today’s rapidly evolving employment law landscape often raises more questions than answers. Each month, Christina Everling, GovDocs’ Attorney on the Employment Law & Compliance Team, tackles the most asked employment law compliance questions by employers across the country.
What Should Employers Know about State Regulations Regarding Electronic Monitoring of Employees?
Maine’s LD 61 (An Act to Regulate Employer Surveillance to Protect Workers)
On January 11, 2026, Maine became the latest state to regulate employer surveillance of employees. Effective this summer, under this new law, all employers, regardless of size, are prohibited from electronically monitoring employees without first informing them. Electronic monitoring includes using “a computer, telephone, wire or radio or electromagnetic, photoelectronic or photo-optical system.” It does not include using “surveillance cameras for security or safety purposes” or GPS tracking/other safety devices on employer-owned vehicles.
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Employers that choose to monitor employees must disclose this to prospective employees during the interview process and provide yearly notice to all current employees.
Maine’s new law is similar to other states’ employer surveillance regulations, however, unlike other states, employers in Maine are not required to obtain employee acknowledgement of the notice or post it in the workplace.
Connecticut Electronic Monitoring Notice
In Connecticut, employers must display in a conspicuous place a poster of the types of electronic monitoring the employer engages in. This posting requirement satisfies the employer’s duty to provide prior written notice to all potentially affected employees. No employee acknowledgment is required.
New York’s Electronic Monitoring Notification Law
Under New York’s electronic monitoring notification law, employers that monitor employees’ telephone conversations, emails, or internet access are required to give prior notice of monitoring to affected employees and obtain written or electronic acknowledgement of the notice from each employee. Additionally, employers must post the notice of electronic monitoring in a conspicuous place.
Delaware Electronic Monitoring Law
Like New York, Delaware’s law, regulates telephone use, emails, and Internet use, but it does not specify the different devices that might be used for such electronic monitoring. Employers must provide electronic notice of monitoring or intercepting policies either (1) each day the employee accesses employer-provided email or Internet; or (2) one time if the employer obtains written or electronic acknowledgement.
What’s New to Employment Law in Virginia?
In its recent legislative session, Virginia passed minimum wage, pay transparency, salary history ban, and paid family medical leave laws.
Virginia Minimum Wage (SB 1)
Virginia updated its minimum wage schedule to reflect the rates in effect from 2026 to 2029. With yearly increases, by January 1, 2028, Virginia’s minimum wage will reach $15.00. Starting January 1, 2029, the minimum wage will be indexed to inflation.
Pay Transparency (SB 215)
Starting July 1, 2026, employers must, in good faith, disclose the wage or salary (or wage or salary range) in publicly and internally posted employment opportunities and may not retaliate against a job applicant for requesting a wage or salary range.
Employers are also prohibited from seeking an applicant’s wage or salary history, relying on such pay history to determine the applicant’s compensation, or retaliating against an applicant for not providing their pay history.
Paid Family Medical Leave (HB 1207)
On April 22, 2026, the General Assembly accepted Governor Spanberger’s recommended amendments to HB 1207, thereby creating a statewide paid family and medical leave insurance program. This program, administered by the Virginia Employment Commission (“VEC”), will be funded by a small payroll contribution shared by covered employers and employees. The VEC will begin collecting contributions on April 1, 2028, and benefits will commence December 1, 2028.
Eligible uses include:
- Caring for a new child (birth, adoption, foster care)
- Recovering from a serious health condition
- Caring for a family member with a serious health condition
- Military family needs
- Domestic violence, sexual assault or stalking
The Federal Contractor Minimum Wage Updated… Now What?
As of May 11, 2026, the minimum wage for federal contractors has increased to $13.65 per hour and $9.55 for tipped federal contractors per Executive Order 13658. These rates apply to federal contracts subject to the Davis-Bacon Act and the Service Contract Act that were entered into between January 1, 2015, and January 29, 2022, and were not renewed or extended on or after January 30, 2022.
The federal contractor minimum wage has had an eventful history containing exemptions and revocations. As a result, different wage standards apply based on the award date of the federal contract. Given that federal contractors have specific posting requirements, including minimum wage postings, staying compliant can be tricky. GovDocs Minimum Wage makes it easy to track minimum wage rates and the GovDocs Federal Contractor Update Program ensures you’re up to date with the latest federal contractor labor law posting requirements.
Specifically, the most recent minimum wage update to the Federal Contractor Minimum Wage Poster under Executive Order 13658 is currently being shipped out to impacted GovDocs’ customers.
