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 1043 allows employers to create their own pay policies for employees who report to work at the employer's request, making the existing statutory minimum pay requirement (2 hours' pay at regular rate) apply only if the employer has no alternative policy. It directly affects most private-sector employees who report to work, excluding county/municipal employees and ski resort instructors who receive equivalent alternative compensation. The bill does not change the minimum pay standard but gives employers flexibility to set higher or different policies that meet or exceed the baseline. Employers who make a good-faith effort to notify employees not to report to work are not liable for pay under this section. The bill amends RSA 275:43-a and takes effect 60 days after passage.
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.
HB 1484 establishes a new state minimum wage in New Hampshire, starting at $12.00 per hour on September 1, 2026, and increasing incrementally to $14.00 in 2027, $15.50 in 2028, and $17.00 in 2029. It directly affects employers and workers across the state by requiring that all hourly pay meets the higher of the federal minimum wage or these new state rates. The bill sets specific effective dates for each rate increase, with each new rate replacing the previous one until amended by future legislation. The law takes effect on July 1, 2026, with the first rate change beginning September 1, 2026.
HB 1761 establishes a publicly administered Family and Medical Leave Insurance (FMLI) program to expand New Hampshire's existing paid family and medical leave system. The program will provide wage replacement benefits for eligible employees and self-employed individuals who meet income requirements during a defined base period, covering leave for qualifying family or medical reasons. It creates clear definitions for key terms like "covered individual," "application year," and "average weekly wage" to determine eligibility and benefit amounts. The Department of Insurance will administer the program and enforce protections against interference with leave rights.
HB 1464 defines "political affiliation or opinion" to include First Amendment-protected activities like supporting political parties or candidates. It prohibits discrimination in employment, housing, and public accommodations based on political views, and bans politically motivated harassment or economic interference (such as doxxing to cause job loss). The bill creates new criminal penalties: class A misdemeanors for harassment targeting political views, and class B felonies if economic harm or threats of violence occur. It directly affects workers, businesses, and anyone facing political harassment, expanding existing anti-discrimination laws to cover political expression.
