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 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 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.
HB 1680 directs New Hampshire's Department of Transportation to improve Boston express bus service from Nashua, Manchester, and Londonderry. It requires increasing service frequency during peak commuting hours and late nights on Fridays/Saturdays, advocating for consistent federal/state funding, and allocating existing federal funds to expand this service. The bill mandates a report on service frequency, ridership, and impacts on workforce mobility and regional economic development, due November 1. Crucially, the bill does not provide new state funding but directs the use of existing transportation program resources.
SB 427 revises salary ranges for specific unclassified state employee positions, primarily affecting medical examiners, corrections facility wardens, and fire safety directors. The bill updates salary brackets - such as raising the chief medical examiner's range from $210,000-$300,000 to $210,000-$350,000 - based on recommendations from the Joint Committee on Employee Classification. It does not create new positions or provide new funding, instead adjusting existing pay structures using current budget resources. The changes take effect July 1, 2026, and apply to roles identified in the bill’s amendments to state law.
HB 1123 requires companies with 50 or more employees in New Hampshire to list both the minimum and maximum annual salary ranges, along with a general description of benefits, in all public job postings. Employers must provide concrete salary figures (not vague terms like "competitive") and cannot use open-ended ranges. If an employer does not negotiate salaries for a position, they must state a fixed pay rate. The law takes effect 60 days after enactment.
HB 1245 establishes a voluntary framework for independent contractors in New Hampshire to access portable benefits like health insurance, retirement plans, or disability coverage through designated providers. Hiring parties (businesses or platforms) can voluntarily contribute to these plans or withhold a portion of payment from the contractor, with the contractor’s written consent. Crucially, participation in these plans cannot be used to reclassify a worker as an employee under state law, preserving current independent contractor status. The bill requires clear opt-in agreements and has no estimated state or local cost impact.
HB 1287 updates New Hampshire's definition of "veteran" to match the federal standard, requiring active military service (including naval, air, or space forces) and a non-dishonorable discharge. This affects veterans seeking state benefits like special license plates and employment preferences by aligning state eligibility with federal criteria. The bill amends multiple statutes - including those governing proof of veteran status, special license plates (RSA 261:87-b), and veterans' decals (RSA 261-C:3) - to replace outdated references with the federal definition. It ensures consistency between state and federal veteran eligibility without creating new benefits or altering existing programs.
SB 423 reestablishes a commission to study post-traumatic stress disorder (PTSD) in first responders and whether PTSD should be covered under workers' compensation. The bill adds a New Hampshire comfort dog community representative to the commission and specifies its 17-member composition, including officials from labor, safety, and insurance departments, plus representatives from fire, police, medical, and mental health organizations. The commission must study succession planning, standardized peer support programs, and other relevant matters, with an interim report due by November 1, 2026, and a final report by November 1, 2027. This bill directly affects first responders by initiating a formal study of PTSD incidence and potential policy changes, without altering current workers' compensation rules.
