Labor & Employment (Labor Standards)

SB 416 replaces New Hampshire's state rule on tip pooling with the federal Fair Labor Standards Act (FLSA) rules governing how tipped employees can share tips. It directly affects workers in service industries like restaurants and bars who rely on tips, such as servers and bartenders. The bill removes state restrictions and aligns the state with federal regulations, including specific FLSA provisions (29 C.F.R. §§ 531.42, 531.50, 531.54) that allow tip pooling among eligible employees. The law takes effect 60 days after enactment.

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 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 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.