HB 1739 creates incentives to attract large data-center campuses to New Hampshire while modernizing the electric grid. It offers developers phased property tax breaks over 12 years and transferable tax credits covering up to 20% of construction costs, contingent on signing binding Grid Modernization Agreements. These agreements require developers to source non-gas electricity (like solar or wind) matching their energy use, fund grid-stabilizing programs, and partner with community colleges for workforce training in data-center operations. The bill also establishes fast-track permitting for eligible sites and mandates community benefits like noise limits, environmental screening, and resident bill credits from exported power.
HB 1072 requires New Hampshire's Department of Labor to provide employers with at least 30 days' written notice before conducting inspections or requesting documents/interviews. The notice must specify the inspection's purpose, whether it relates to a complaint, and any alleged labor law violations. Employers would then have 30 days to respond to such requests, regardless of whether a complaint was filed. Exceptions allowing shorter notice require attorney general approval only for recent violations (within 36 months), imminent health/safety risks, or evidence destruction concerns.
HB 1109 requires state agencies to provide suspended state employees with written notice of the suspension reasons within 7 days and periodic updates on investigation status every 90 days until a final decision is made. It directly affects state employees suspended with pay, excluding those covered by collective bargaining agreements. The bill establishes clear timelines for communication during investigations to ensure transparency. This policy change applies to all state employee investigations handled under the Department of Administrative Services, effective 90 days after enactment.
SB 483 provides $15 million in state General Fund money to the Department of Health and Human Services if federal TANF funds cannot be used for child care employer grants. This backup funding would directly support New Hampshire child care employers through recruitment and benefit grants, helping them attract and retain staff. The bill triggers this state appropriation only if the federal government fails to approve or denies the use of TANF funds for this purpose by July 1, 2026. The $15 million is nonlapsing, meaning it remains available for use in fiscal year 2027 without needing annual reapproval.
HB 1527 requires all New Hampshire state departments to annually send full-time employees a clear summary of available benefits, including retirement plans, health insurance, mental health services, and other support programs. Departments must use a standardized template created by the Department of Administrative Services to ensure consistent communication. Municipalities and counties may choose to adopt this same practice using the template. The bill does not provide new funding but directs existing agency funds to cover printing and mailing costs.
HB 1177 defines "remote work" as a flexible arrangement where employees work from an alternative site under a written agreement, not regularly at an office. It directly affects remote workers and employers across New Hampshire by requiring equal treatment, including meal breaks, overtime, and paid time off, as well as reimbursement for work-related costs like internet, equipment, and home office supplies. The bill mandates employers to ensure home office safety, address ergonomic needs, provide safety training, and maintain clear communication channels for remote staff. It also clarifies that remote workers have the same workers’ compensation procedures as in-person employees for work-related injuries or illnesses. The law takes effect January 1, 2027.
HB 1168 extends the time employers have to respond to wage claims from 10 days to 30 days after receiving notice. This change directly affects employers who receive claims from employees alleging unpaid wages. The bill modifies RSA 275:51 by updating the deadline for employers to file written objections to such claims. If employers don't respond within the new 30-day window, the commissioner may order payment without further delay. This is a procedural adjustment to the existing wage enforcement process.
HB 1663 protects employment for New Hampshire state legislators who work for private employers. It requires employers with 25+ employees to allow legislators to leave work for voting sessions without penalty, provided they give advance notice of session attendance. Employers may require use of accrued paid leave for these absences, but must grant unpaid leave if no leave is available. The law prohibits firing legislators for attending sessions and imposes civil penalties for violations, enforced by the labor commissioner.
HB 1250 requires employees in New Hampshire to give employers at least 15 days' notice before taking unpaid leave for childbirth, postpartum care, or pediatric medical appointments for their child. It limits this leave to 25 hours total within the first year of the child’s birth or adoption and allows employers to deny job reinstatement if returning would cause major operational disruption. The bill applies to employers with 20 or more employees and permits employees to substitute accrued paid leave for the unpaid time. Employers may request documentation to verify the leave’s purpose. This changes existing rules by clarifying notice requirements and reinstatement conditions.
HB 1352 modifies how workers' compensation insurance carriers and self-insurers pay medical bills and resolve disputes. It extends the time carriers have to pay uncontested medical claims, creates an optional mediation process for contested claims, and changes the standard for resolving disputes from "reasonable effort" to "good faith." The bill also increases civil penalties for failing to make good faith efforts to pay claims, raising fines from $2,500 to $5,000 per violation. This directly affects medical providers (like doctors and hospitals) who bill for workers' compensation care and the insurance companies that pay those bills.
