Labor & Employment

in committee · New Hampshire · House Mar 11, 2026

HB 1669: establishing a teacher bill of rights.

HB 1669 establishes a "Teacher Bill of Rights" for educators in New Hampshire public schools and public charter schools. It guarantees teachers specific rights, including a safe and healthy school environment free from violence, respectful treatment, the ability to share student information with parents (per FERPA), and protection from retaliation when exercising professional judgment. The bill requires all public school districts and charter school boards to post this bill of rights on their websites. It directly affects teachers by defining their workplace protections and communication rights within school policies. The law takes effect upon passage.

Topics ✓ EducationSupports EducationGuarantees teacher rights including safety, respectful treatment, and protection from retaliation, directly strengthening educator support and school environment per bill summary.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentGuarantees teacher workplace safety, respectful treatment, and retaliation protection - directly advancing worker rights in education.95% confidence

Sub-Topics School Choice Teachers

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failed · New Hampshire · House Feb 19, 2026

HB 1150: requiring disclosure of complaints to public employees within 5 business days.

HB 1150 requires public employers in New Hampshire to provide written notice to employees within 5 business days of receiving a complaint against them, including the complaint text and complainant identity unless specific exceptions apply. It directly affects public employees who face formal complaints and their employers. Key exceptions include situations where disclosure would violate whistleblower protections, endanger safety, interfere with investigations, involve sensitive matters like sexual harassment, or relate to anonymous complaints. Employers who fail to comply face civil fines enforced by the Department of Labor. The bill aims to increase transparency while balancing legal and safety constraints.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires public employers to disclose complaints to employees within 5 days, enhancing transparency and protecting workers' rights in disciplinary processes.85% confidence

Sub-Topics Employment Discrimination

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died · New Hampshire · House Mar 12, 2026

HB 1704: permitting public employees to bargain individually with public employers without any intervention.

HB 1704, the "Public Employee Choice Act," would allow most state and local government workers in New Hampshire to negotiate wages, hours, and working conditions directly with their employers without union representation. It specifically exempts law enforcement officers, firefighters (with specific certification requirements), emergency medical personnel, and corrections officers, who would remain under existing collective bargaining rules. The bill defines "independent bargaining" as direct negotiation and prohibits employers from forcing eligible employees to use a union. Violations of these new rights would be subject to penalties under the law.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentRemoves union representation requirement for most public employees, directly limiting collective bargaining - a core labor protection.95% confidence

Sub-Topics Collective Bargaining Professional Licensing Public Employees

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failed · New Hampshire · House Feb 12, 2026

HB 1819: relative to review of education freedom account service providers.

HB 1819 requires the New Hampshire State Board of Education to annually review all education freedom account (EFA) service providers for compliance with state and federal anti-discrimination laws. It mandates these providers to develop policies mirroring those required of school districts under RSA 193:39. The bill directly affects EFA service providers managing education savings accounts, requiring them to maintain anti-discrimination policies and undergo yearly compliance checks. This adds a formal annual review process to ensure providers meet legal standards, with no new state costs as administrative tasks will be handled by existing scholarship organizations under current contracts.

Topics ✓ EducationSupports EducationRequires EFA providers to comply with anti-discrimination laws and mirror school district policies, directly supporting equitable educational access as defined in the topic description.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates anti-discrimination policies for EFA service providers, aligning with labor protections under RSA 193:39 (school district requirements), directly advancing workers' rights compliance.90% confidence

Sub-Topics Student Financial Aid

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died · New Hampshire · House Feb 24, 2026

HB 1188: relative to noncompete agreements for low-wage employees.

HB 1188 prohibits employers from requiring low-wage employees - defined as those earning an hourly rate of 500% or less of the federal minimum wage - to sign noncompete agreements. It voids any existing noncompete agreements for these workers and limits the duration of any such agreement to a maximum of 12 months. The bill directly affects low-wage workers in New Hampshire, removing legal barriers that previously restricted their ability to change employers. This policy change increases job mobility for workers in low-paying positions by preventing employers from using noncompete clauses to limit their employment options.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits noncompete agreements for low-wage workers, removing barriers to job mobility and protecting workers' rights as directly stated in the bill summary.95% confidence

Sub-Topics Labor Standards Minimum Wage

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signed · New Hampshire · House Jul 16, 2026

HB 1469: relative to the licensing requirements for massage therapy establishments.

HB 1469 requires massage therapy businesses employing more than one therapist to obtain a state license and undergo regular inspections by the Office of Professional Licensure and Certification (OPLC). The bill establishes new health and safety standards for these businesses, including requirements for direct supervision by licensed therapists and procedures for license renewal and disciplinary actions. It also adds compensation for members of the massage therapists' advisory board and creates a new investigative paralegal position within the OPLC, with funding provided for this role. This legislation directly affects massage therapy businesses, the OPLC, and the advisory board by expanding regulatory oversight and operational requirements.

Topics ✓ Budget & TaxesSupports Budget & TaxesBill explicitly makes an appropriation for OPLC inspections and advisory board compensation, directly funding new regulatory requirements under licensing provisions.95% confidence ✓ HealthcareSupports HealthcareRegulates massage therapy businesses with health/safety standards, enhancing service quality and client safety in healthcare services.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires health/safety standards for massage therapy workplaces, directly improving workplace safety regulations for employees.95% confidence

Sub-Topics Medical Licensing Professional Licensing

died · New Hampshire · House Aug 20, 2026

HB 1701: reestablishing the New Hampshire college graduate retention incentive partnership program and making an appropriation therefor.

HB 1701 reestablishes New Hampshire's College Graduate Retention Incentive Partnership (NH GRIP) program, which provides financial incentives to college graduates who work for participating employers in the state. The bill requires participating employers to pay graduates a minimum of $1,000 annually for up to four years of employment, with priority given to New Hampshire-based small businesses and employers in sectors facing workforce shortages (like healthcare and technology). Employers must post qualifying positions online and sign agreements with graduates, while the Department of Business and Economic Affairs administers the program and publishes annual reports on participation and outcomes. This directly affects recent New Hampshire college graduates seeking employment and participating employers who choose to join the program.

Topics ✓ Budget & TaxesSupports Budget & TaxesBill explicitly appropriates state funds to establish NH GRIP program, funding employer incentives for graduate retention in workforce sectors.95% confidence ✓ EducationSupports EducationBill reestablishes NH GRIP program providing employer incentives for hiring college graduates, directly supporting higher education retention and workforce development in New Hampshire. Addresses higher education as defined in topic.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProvides $1,000 annual wage supplement to graduates via employer incentives, directly increasing compensation for workers in targeted sectors like healthcare and tech.95% confidence

Sub-Topics Appropriations Higher Education

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died · New Hampshire · House Aug 20, 2026

HB 1451: relative to protecting workers from extreme temperature-related injuries and fatalities in the workplace.

HB 1451 requires all employers in New Hampshire to create written safety plans protecting workers from extreme heat (80°F+ or 15°F-) and cold, including mandatory rest breaks in temperature-controlled areas and access to fluids. It mandates annual employee training on recognizing heat/cold illness symptoms, reporting procedures, and emergency response, while prohibiting retaliation for reporting safety concerns. The law applies to all workplaces with temperature-related risks, particularly outdoor and manual labor jobs like construction and transportation. Employers must develop plans using a step-by-step approach (e.g., hazard elimination, engineering controls) and involve employees in the process.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates employer safety plans, rest breaks, and training for temperature-related workplace hazards, directly protecting workers' safety under Labor & Employment policies.95% confidence

Sub-Topics Workplace Safety

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died · New Hampshire · House Aug 20, 2026

HB 1786: relative to creating a state assessment on non-homestead luxury second homes to fund statewide housing development programs and address housing shortages and making appropriations therefor.

HB 1786 imposes a semi-annual state assessment on residential properties valued over $1 million that are not used as a primary residence (luxury second homes), directly affecting owners of such properties. The revenue generated funds statewide housing development programs, including $15 million for workforce training in building trades and municipal grants for housing production. Key provisions include creating a dedicated fund for demolishing vacant buildings, expanding tax credits for housing infrastructure, and establishing a commission to study state financing for housing. The bill aims to address New Hampshire's housing shortage by leveraging new revenue to support affordable housing construction and workforce development.

Topics ✓ Budget & TaxesSupports Budget & TaxesImposes tax on luxury second homes to fund housing programs, directly advancing fiscal allocation for essential services under Budget & Taxes.95% confidence ✓ HousingSupports HousingBill funds housing development via luxury home tax, allocates $15M for workforce training and municipal grants, and creates dedicated fund for vacant building demolition.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill allocates $15M for workforce training in building trades, directly advancing labor and employment through skills development for construction jobs.90% confidence

Sub-Topics Affordable Housing Property Development Property Taxes Workforce Development

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failed · New Hampshire · House Mar 11, 2026

HB 1471: relative to changes to the state retirement system.

HB 1471 updates the retirement benefit calculation for New Hampshire police and fire personnel (Group II members) who began service before July 1, 2011, and were not vested by January 1, 2012. It aligns their "average final compensation" formula with the method established in HB 2 (2025), limiting how extra pay (like overtime) is included in retirement calculations. Specifically, it caps the inclusion of special duty pay in the highest 5 years of service to match the average over the member’s last 5 years of service after January 1, 2012. This change has no new fiscal impact, as it implements an existing calculation method already approved in 2025.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentCaps special duty pay inclusion in retirement benefits, reducing potential payouts for police/fire members.95% confidence

Sub-Topics Labor Standards Retirement Benefits

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