Labor & Employment (Labor Standards)

passed both · New Hampshire · Senate May 14, 2026

SB 416: relative to the pooling and sharing of tips among tipped employees.

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentSB 416 replaces restrictive state tip pooling rules with federal FLSA standards, enabling tipped employees to share tips under FLSA provisions (29 C.F.R. §§ 531.42, 531.50, 531.54), directly protecting workers' earnings rights.95% confidence

Sub-Topics Labor Standards

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vetoed · New Hampshire · House Aug 19, 2026

HB 1072: relative to employer notice of department of labor investigations.

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.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentRequires 30-day notice for labor inspections, delaying enforcement of violations and giving employers more time to prepare, weakening department's ability to address labor law breaches.85% confidence

Sub-Topics Labor Standards

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died · New Hampshire · House Feb 3, 2026

HB 1177: adding a definition to the labor laws regarding remote work and defining the nature of such employment.

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires equal treatment, reimbursement for work costs, and home safety compliance, strengthening remote workers' rights and benefits under labor laws.95% confidence

Sub-Topics Labor Standards

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signed · New Hampshire · House Jul 21, 2026

HB 1168: relative to employer documentation requirements.

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.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentExtends employer response time from 10 to 30 days for wage claims, delaying resolution and weakening worker protection enforcement.90% confidence

Sub-Topics Labor Standards

passed both · New Hampshire · House May 7, 2026

HB 1043: relative to employer discretion in offering minimum payment options to employees.

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.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentAllows employers to bypass existing 2-hour minimum pay requirement, weakening worker compensation protections by enabling alternative pay policies that may offer less than statutory minimum.85% confidence

Sub-Topics Labor Standards Minimum Wage

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died · New Hampshire · House Aug 20, 2026

HB 1484: establishing a state minimum wage and providing for incremental increases.

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill establishes incremental state minimum wage increases from $12 to $17/hr by 2029, directly strengthening worker compensation above federal rate and advancing wage protections.95% confidence

Sub-Topics Labor Standards Minimum Wage

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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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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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