Michigan Senate Bill 1136 amends state law to cap the amount public employers can spend on employee health insurance, introducing new fixed dollar limits for single, couple, and family coverage starting in 2027. The bill also reverses a previous provision that allowed employers to pay no more than 80% of total medical costs, instead mandating that they pay at least 80% of those expenses beginning in the same year. These new financial caps are adjusted annually based on changes in Michigan health insurance rates or a minimum 3% increase, whichever is higher. Existing collective bargaining agreements that conflict with these limits are exempt until their current terms expire or are renegotiated.
HB 5560 exempts "earned wage access services" (like apps allowing workers to access earned wages before payday) from Michigan's standard wage and fringe benefit laws, as defined in the separate "earned wage access services act." This exemption applies only to services complying with that specific act, removing them from the scope of the existing 1978 wage law (MCL 408.471-408.490). The bill is conditional, requiring the enactment of HB 5558 first before taking effect. It directly affects providers of these early-wage access services, allowing them to operate under different rules than traditional wage payment systems.
HB 5541 modifies Michigan's worker's compensation law to change how overtime pay is counted for calculating average weekly wage for injured workers at small businesses (employers with 50 or fewer employees). Instead of counting overtime at 1.5 times the regular rate, the bill requires using the regular hourly rate for overtime hours, which lowers the average weekly wage and reduces both benefits for injured workers and employer insurance premiums. Insurers must apply the lower premium rate if this change results in a reduced cost, and the provision expires December 31, 2028. This affects small business employers, their injured employees, and worker's compensation insurers.
HB 5568 amends Michigan's 1966 interest rate law (MCL 438.31) to explicitly exempt "earned wage access services" from the 7% annual interest cap. This means providers of early paycheck access services (like apps or employer programs that let workers withdraw earned wages before payday) can charge rates outside the standard limit. The bill directly affects workers who use these services and the companies offering them. It clarifies an existing exemption under the law without changing the 7% cap for other loans.
HB 5021 requires local labor organizations representing casino gaming employees in Michigan to register biennially with the Gaming Control Board and provide detailed personal information about designated individuals, including home addresses, Social Security numbers, criminal history (even expunged convictions), fingerprints, and employment details. The bill establishes disqualification grounds for union officers or employees if they have certain criminal convictions (including gambling, theft, fraud, or prostitution-related offenses), made false statements, or engage in ongoing criminal activity for economic gain. Disqualification for prostitution charges specifically applies only if the individual has an ongoing pattern of such behavior, not isolated incidents. This bill directly affects union leaders in Michigan's casino industry by creating new transparency requirements and eligibility standards for their roles.
HB 4777 proposes to remove "gender identity or expression" from the list of protected characteristics under Michigan's Elliott-Larsen Civil Rights Act. The bill would amend specific sections of the law (including Sections 102, 202, 203, 204, 205, 206, 207, and others) that currently prohibit discrimination based on gender identity or expression in employment, housing, public accommodations, and other areas. If enacted, this change would directly affect individuals who currently receive legal protections against discrimination based on gender identity or expression in Michigan. The bill is currently in the early stages of the legislative process, having been introduced on August 20, 2025.
HB 4751 would remove "sexual orientation" and "gender identity or expression" from the list of protected characteristics under Michigan's Elliott-Larsen Civil Rights Act. This change would eliminate legal protections against discrimination based on these factors in employment, housing, public accommodations, and education. The bill amends multiple sections of the Act (including Sections 102, 202, and 203) to delete these categories from the prohibited grounds for discrimination. If enacted, it would directly affect LGBTQ+ individuals who previously could seek legal recourse for discrimination based on these characteristics. The bill is currently in committee referral after its introduction on July 29, 2025.
HB 4336 amends Michigan's penal code to create new state crimes related to individuals who are not authorized to be in the United States. The bill establishes felony and misdemeanor offenses for knowingly bringing, transporting, harboring, or encouraging such persons to enter or remain in the U.S. It also creates a felony offense for knowingly hiring ten or more undocumented individuals for employment within a 12-month period. Penalties include fines and imprisonment, with higher penalties for offenses involving commercial gain, serious injury, or death. An exception is provided for religious organizations bringing in volunteer ministers or missionaries.
HB 4933 would reduce licensing requirements for personnel agencies in Michigan by amending sections of the Occupational Code (MCL 339.303a and 339.411) and repealing specific existing rules. The bill directly affects employment and staffing agencies by removing current licensing mandates under Article 10 of the 1980 Occupational Code and part of a 1979 law (MCL 338.2227). Key provisions include eliminating the need for these agencies to obtain state licenses, streamlining their operations, and updating regulatory language to reflect current practices. This is a policy change focused on regulatory simplification for a specific sector of the workforce industry.
HB 5189 modifies Michigan's worker's compensation process for small claims. It specifies that claims under $2,000 for medical benefits only, or for a definite work period with the employee returned to work, may be referred to a small claims division. The bill prohibits attorneys in these small claims cases (requiring removal to standard hearings if attorneys are involved) and makes magistrate decisions final without appeal, except for fraud. This directly affects workers filing small compensation claims and insurance carriers handling those cases.
