Perspectives

For many employers, compliance is often associated with wage laws, leave requirements, or workplace investigations.

But one of the biggest employment law trends emerging in 2026 is far less obvious: employee notices.

Across the country, states are creating new requirements for employers to provide written disclosures, workplace notices, onboarding materials, pay information, accommodation rights information, and employee communications. While these requirements may seem administrative, they can create significant compliance exposure when overlooked.

For small and mid-sized employers, the challenge is becoming increasingly complex-especially when employees work remotely in multiple states.

A company headquartered in Minnesota may be subject to California notice requirements, Connecticut pay transparency rules, or Washington immigration-related notification obligations simply because it employees work in those states.

As organizations look toward the second half of 2026, now is an ideal time to review onboarding materials, employee handbooks, workplace postings, and communication procedures.

Why Notice Requirements Matter

Employment laws are increasingly shifting toward transparency.

Legislators and regulators want employees to have greater visibility into their rights, compensation, leave benefits, accommodations, and workplace protections. As a result, employers are being required to communicate more informtaion than ever before.

The risk is that many notice requirements are easy to miss.

Unlike a wage claim or discrimination complaint, employers often don’t realize they have a compliance gap until an agency investigation, employee complaint, audit, or lawsuit uncovers it.

In some cases, failing to provide a required notice can become a violation even when the underlying employment decision was lawful.

California Employers Face Expanded Notice Obligations

California continues to lead the way in employee disclosure requirements.

The state’s new Workplace Know Your Rights Act requires employers to provide employees with a stand-alone written notice regarding various workplace rights and protections. Employers must also provide opportunities for employees to designate emergency contacts and follow specific notification procedures if an employee is arrested or detaiend under certain circumstances.

For employers with remote California employees, this is another reminder that state-specific onboarding materials may be necessary.

Connecticut Brings Several New Requirements This Fall 

Connecticut employers have several significant deadlines approaching on October 1, 2026.

Among the changes:

• Expanded pay transparency requirements for job postings
• New accommodations rights notices for employees
• Overtime pay code guides for larger employers
• Expanded lactation accommodation requirements

While each requirements serves a different purpose, they share a common theme: employers must proactively communicate employee rights and compensation information.

Organizations with Connecticut-based employees should begin reviewing hiring practices, onboarding packets, and payroll communications well before the October deadline.

Washington’s Immigration Worker Protection Requirements

Begining October 1, 2026, Washington employers face new obligations related to federal I-9 audits.

If an employer receives notice of an I-9 audit, employees must be notified within five business days and provide specific information regarding the audit. Employers must also communicate audit outcomes and provide employees with opportunities to address deficiencies.

For employers with remote employees in Washington, these requirements may necessitate updates to compliance procedures and internal response protocols.

Don’t Forget Posters and Workplace Notices

Some requirements are as straightforward as displaying a workplace poster-but even these can create compliance concerns when overlooked.

Pennysylvania, for example, now requires employers with at least 50 full-time employees to display a workplace notice regarding veteran’s rights and available services.

While posting requirements may seem simple, employers operating in multiple states often struggle to keep up with changing notice obligations.

The Multi-State Challenge

The reality is that compliance has become increasingly location specific.

The question is no longer:

“Where is our office located?” 

Instead, employees must ask:

“Where are our employees located?”

Every remote hire has the potential to trigger new obligations related to:

• Pay transparency
• Leave administration
• Accommodation notices
• Workplace postings
• Wage disclosures
• Hiring practices
• Immigration compliance

For growing ogranizations, managing these requiremetns internally can quickly become overwhelming.

How Employers Can Prepare

As we move through the second half of 2026, employers should consider:

• Reviewing onboarding packets and offer letter templates
• Auditing workplace posters and required notices
• Evaluating remote employee locations
• Updating hiring and recruiting procedures
• Reviewing accommodation and leave administration processes
• Confirming payroll and compensation disclosures comply with state requirements

Taking a proactive approach now can help avoid costly compliance issues later.

How WFJ Helps Simplify the Complex

Most employers don’t have the time or resources to track every employment law change across multiple states.

That’s where having legal guidance becomes valuable.

The Compliance Center by Wagner, Falconer & Judd helps employers stay ahead of changing requirements by providing direct access to experienced employment attorneys who can answer questions, review policies, identify compliance gaps, and help ogranizations adapt as laws evolve.

Need Help Reviewing Your Policies and Notices?

If your workforce spans multiple states-or if you’re unsure whether recent legal changes affect your organization-WFJ’s employment law team can help identify potential risks and simplify compliance before those issues become liabililities.

It’s never been easier to take legal matters into your own hands.

A quick search will lead you to DIY legal websites and services that promise fast results-generate a demand letter, file a claim, or resolve a dispute in minutes. And for many people, that convenience is appealing.

But here’s what often gets over looked: Legal issues aren’t just about paperwork, they are about strategy.

And that’s where going it alone can create more risk than most people realize.

Where DIY Legal Tools Fall Short

No Legal Advice=No Strategy

DIY platforms can help you fill out forms-but they can’t tell if you’re taking the right approach.

They don’t:

• Interpret nuanced laws
• Identify stronger legal claims
• Advise on risks, defenses, or counterclaims

That means you’re left to make decision that can directly impact your outcome. Filing is one thing. Filing the right claim, the right way, is another.

You’re Responsible for Getting it Right

When you use a DIY legal service, you’re responsible for accuracy- of every detail.

That includes:

• Choosing the correct jurisdiction
• Calculating the right amount
• Including all required legal elements

If something is off-even slightly-your case could be delayed, weakened, or dismissed entirely.

No Support When Things Escalate

Many legal issues start simple-but they don’t stay that way.

If the other party pushes back, ignores your claim, or brings in their own attorney, DIY tools can’t:

• Represent you
• Negotiate on your behalf
• Respond to legal arguments

At that point, you’re navigating a legal process alone-often against someone who understands the system.

Missed Deadlines Can Cost You Everything

Legal timing is critical.

There are:

• Filing deadlines
• Service requirements
• Statutes of limitations

Missing one thing doesn’t just slow things down-it can prevent you from moving forward at all.

The Risk Falls on You

DIY legal services are built for accessibility-but that often comes with limited accountability.

If a mistake leads to:

• A lost claim
• A missed opportunity
• A financial loss

You’re typically responsible for the outcome.

“No Lawyer Needed” Isn’t Always the Full Picture

It’s true that some legal processes are designed to allow self-representation.

But that doesn’t mean they are simple.

Success often depends on:

• How your argument is framed
• How your evidence is presented
• What you choose to say-or not say

These are the details that can shape the outcome of your case.

Templates Don’t Account for Your Situation

DIY tools rely on standardized templates. But legal issues aren’t standardized.

A demand letter or filing that works in one situation may not work in another-and may even weaken your position if it’s not tailored correctly.

Why Working With an Attorney Changes the Outcome

You Get Real Legal Guidane

Instead of guessing, you’re guided:

• Is this the right claim to pursue?
• Is this the best path forward?
• What outcome should you realistically expect?

That clarity alone can change your approach-and your results.

You Reduce Risk From the Start

Legal issues are often easier to prevent than fix.

Working with an attorney helps you:

• Avoid filing mistakes
• Meet critical deadlines
• Structure your case correctly from the begining

Your Position Carries More Weight

A demand letter or claim backed by a law firm signals something different.

It shows:

• You understand your rights
• You’re prepared to follow through
• You’re not navigating the situation alone

That added credibility can influence how the other side responds.

You Have Ongoing Support

Legal situations rarely follow a straight line.

With an attorney, you can:

• Ask follow-up questions
• Adjust your approach
• Respond as things evolve

You’re not limited to a one-time document-you have guidance throughout the process.

It Can Still Be Accessible

One of the biggest draws of DIY tools is the cost. But there are ways to access real legal support without the traditional barriers-like subscription-based services that provide ongoing access to attorneys. That means you don’t have to choose between affordability and accuracy.

The Bottom Line

DIY legal tools make it easier to take action. But they also place the responsibility and risk on you. At Wagner, Falconer & Judd, we believe legal support should be accessible, understandable, and proactive. Because the time to get legal guidance isn’t when something goes wrong-it’s before it does.

A busy construction season is great for revenue-but it can also put pressure on your cash flow if your collections process isn’t ready.

When demand increases, so does risk. New customers are onboarded quickly. Terms get negotiated on the fly. Follow-ups become inconsistent as teams focus on delivering work. The result? More invoices, and more uncertainty around when you’ll be paid.

The best time to address collections risk isn’t after accounts become overdue. It’s before the work begins.

What to Review Before Things Get Busy

Your Contracts

Your contract is your first line of defense.

Are your payment terms:

• Clear and easy to understand?
• Enforceable if something goes wrong?
• Consistent across customers?

Vague or inconsistent terms can create confusion-and limit your ability to act if payment is delayed.

Your Credit Approval Process

During busy season, it’s easy to prioritize speed over process. But not every customer carries the same level of risk.

Ask yourself:

• Are you evaluating new customers before extending credit?
• Do you have defined limits or requirements?
• Are exceptions being documented-or made informally?

A strong upfront process can prevent issues later.

Your Internal Collections Workflow

Even strong contracts can fall short without consistent follow-up.

Consider:

• Who is responsible for collections?
• When do follow-ups begin?
• What happens if an account becomes overdue?

If your process depends on “who has time,” it may not hold up during your busiest months.

Lien & UCC Strategies

For many industries, timing matters.

Tools like liens and UCC filings can:

• Strengthen your position
• Improve recovery options
• Provide leverage in disputes

But these tools are often time-sensitive and must be set up early to be effective.

Why Being Busy Creates Risk

Growth can expose gaps that aren’t noticeable during slower periods:

• Inconsisten terms across accounts
• Delayed or missed follow-ups
• Informal agreements made to move faster
• Missed deadlines tied to legal protections

These small gaps can add up quickly-especially when dealing with high volumes or high-dollar accounts.

If You’re Experiencing…

• Rapid growth and onboarding new customers quickly
• Inconsistent payment terms across accounts
• Limited time to review agreements
• Increasing receivables with unclear timelines

Wagner, Falconer, and Judd Can Help With…

• Standardizing contracts and payment terms
• Strengthening your collections framework
• Identifying gaps in your current process
• Building proactive strategy before issues occur

A successful season isn’t just about how much work you bring in-it’s about how effectively you turn that work into cash flow. A strong foundation now can help you move through your busiest months with more clarity, consistency, and confidence. 

Human resources is full of well-intentioned assumptions-but some of those assumptions can expose your business to unnecessary risk.

Employment laws are nuanced, and small misunderstandings can lead to costly mistakes. Below, we break down common HR myths and clarify what employers need to know to stay compliant and protected.

The reality:

Under the Fair Labor Standards Act (FLSA), employees must be paid for all time worked-even if that time was not approved in advance.

That said, employers can still enforce policies by documenting and disciplining employees who violate overtime rules. The key is separating pay obligations from policy enforcement.

The reality:

“At-will” employment allows termination for any lawful reason-but not for reasons that are discriminatory or retaliatory.

Employers should always:

• Clearly document performance or conduct issues
• Ensure consistency in decision-making
• Evaluate potential legal risks before termination

The reality:

Limited, appropriate communication is allowed. Employers can reach out for:

• Administrative updates
• Clarification on leave details

However, employees on FMLA leave cannot be required to perform work.

The reality:

Most employees have a protected right to discuss wages under the National Labor Relations Act (NLRA)-even in non-union workplaces.

In Minnesota, employers also cannot:

• Prohibit wage discussions
• Require waivers of that right
• Take adverse action against employees for those discussion

The reality:

The NLRA applies to most private employers-regardless of union status.

It protects employees’ rights to engage in ‘concerted activity,” including discussing or attempting to improve:

• Wages
• Hours
• Working conditions

The reality:

Employers have a responsibility to take all workplace concerns seriously-even informal ones.

Best practice:

• Promptly investigate
• Document findings
• Take appropriate corrective action

Ignoring concerns can increase exposure to liability.

The reality:

Employment laws apply based on where the employee performs work, not where your office is located.

If you have remote employees in other states, your business may be subject to multiple state laws. 

The reality:

Even robust PTO policies must comply with state-specific requirements, including:

• Accrual or frontloading rules
• Permitted uses
• Carryover provisions
• Increment usage

More PTO doesn’t automatically equal compliance.

The reality:

Even outside of FMLA, other laws may apply, including:

• State medical leave laws
• The American with Disabilities Act (ADA)

Employers must engage in the interactive process to determine reasonable accommodations before considering termination.

The reality:

Exempt status depends on both:

• A salary threshold
• Specific job duties

Misclassification can lead to significant liability, including unpaid overtime claims.

Why This Matters

HR compliance isn’t just about avoiding penalties-it’s about building a workplace that is consistent, fair, and defensible.

Misunderstandings like these can lead to:

• Wage and hour claims
• Discrimination or retaliation allegations
• Multi-state compliance issues
• Costly litigation

How WFJ Can Help

At Wagner, Falconer & Judd, we work with employers to simplify the complex-turning employment law into practical, actionable guidance.

Through our Compliance Center, we help businesses:

• Review and update policies and handbooks
• Navigate multi-state employment requirements
• Respond to employee concerns and investigations
• Reduce risk through proactive legal strategy

If you have questions about our policies and practices, our team is here to help you stay ahead of issues-before they become problems.

Spring real estate always brings energy-more listings, more movement, more decisions being made quickly. But this year, what’s happening beneath the surface matters just as much as what you see on the market.

Buyers may have more options, yet strong properties are still moving fast. Contracts become more detailed, with financing terms and contingencies that carry real weight. More transactions involve out-of-state buyers, adding layers of complexity. And sellers are facing increased scrutiny around disclosures and property history.

In a market like this, confidence doesn’t come from keeping up-it comes from understanding what’s changed and how it impacts your decisions.

Key Legal Trends We’re Seeing

• Multiple Competing offers? WFJ can help with reviewing and negotiating purchase agreements
• Confusing contract language? WFJ can help with clarifying risk before you sign.
• Questions about disclosures or contingencies? WFJ can help with ensuring your interests are protected from the start.

As these trends evolve, the margin for error gets smaller. More detailed contracts mean more opportunities for risk to be hidden in the fine print. Multi-state transactions can introduce unfamiliar rules and requirements. And increased scrutiny around disclosures can impact both sides of the deal if something is missed or misunderstood. What looks like a straightforward transaction on the surface often carries legal considerations that aren’t immediately obvious. 

Working with an attorney in this environment isn’t about slowing the process down-it’s about moving forward with clarity. From reviewing contract terms to identifying potential risks and helping you understand your options, legal guidance can help you make informed decisions in a fast-moving market. When timelines are tight and stakes are high, having the right insight early can make all the difference. 

Reach out to us today to get started

Creating a will can feel overwhelming, but the process is more straightforward (and more supportive) than most people expect. Here’s a behind the scenes look at how it works when you partner with our team.

Step 1. Getting Started with a Questionnaire

Every will begins with as simple questionnaire. This helps us understand your goals, your assets, and the people who matter most in your life. You don’t need legal knowledge to complete it-just your best, honest answers. Our goal is to translate your intentions into a clear, legally sound plan.

Step 2: Real Support When Questions Come Up

It’s normal to have questions along the way.

Maybe you’re unsure who to name as a personal representative, or how to handle certain assets, When that happens, our team is here. We’ll connect with you-often through a quick phone call or email-to walk through your questions and make sure you feel confident in your choices.

Step 3: Careful Review by Our Estate Planning Team

Once your questionnaire is submitted, our estate planning team reviews everything closely.

If anything is unclear or missing, we don’t guess-we reach out to you. You may receive a follow-up question or two to ensure every detail is accurate and aligned with your wishes.

Step 4: Finalizing the Details

After you provide any additional information, we confirm that everything is complete.

At this point, your plan is clear, and we’re ready to move forward with drafting.

Step 5: Drafting Your Will

An attorney prepares your will based on the information you’ve provided.

This isn’t a generic document-it’s tailored to your situation, your family, and your goals. Our role is to simplify the legal language while making sure your wishes are clearly protected.

Step 6: Signing and Notarizing

Once your will is ready, you’ll come in to sign it.

We guide you through the execution process, including notarization, so everything is legally valid and properly completed. You’ll leave with copies of your will-ready to keep in a safe place.

Step 7: Life Changes-And Your Plan Can Too

Estate planning isn’t a one time event-it evolves with your life.

Two years later, let’s say something changes. Maybe you’ve had a child, experienced a shift in assets, or want to update your personal representative.

You reach out to your team, and we pick up right where we left off.

Step 8: Updating Your Will

We review your existing plan, gather new information and draft an updated version of your will.

Once finalized, we provide you with the updated document-so you always have a plan that reflects your current life.

The Bottom Line

Getting your will done doesn’t have to be complicated. With the right team, it becomes a guided, thoughtful process-one that gives you clarity today and confidence for the future.

Updating your employee handbook to reflect Minnesota’s Pregnancy and Parental Leave requirements isn’t just a compliance task-it’s an opportunity to create clarity, consistency, and trust within your workforce.

If your policies are outdated, unclear, or incomplete, you may be exposing your business to unnecessary risk. Here’s what employers need to understand-and implement-when rolling out or revising these policies.

Understand What the Law Covers

Minnesota’s Pregnancy and Parental Leave protections are designed to support employees during some of life’s most significant transitions.

Your policy should clearly state that leave may be used for:

• Birth of a child
• Adoption of a child
• Bonding time for both birthing and non-birthing parents
• Prenatal care appointments
• Pregnancy-related incapacity or recovery

This clarity ensures employees understand their legal rights and helps prevent miscommunication or inconsistent application.

Clearly Define Leave Entitlements

Eligible Minnesota employees are entitled to:

• Up to 12 weeks of unpaid leave

This leave applies to both:

• Parenting /Bonding Time
• Pregnancy-related medical needs

Be explicit in your handbook about eligibility requirements and that this leave is unpaid unless supplemented by other benefits. 

Outline Timing and Use of Leave

One of the most common areas of confusions is when and how leave can be used.

Your policy should clarify:

• Leave can begin at any time within 12 months of birth or adoption
• If a newborn remains hospitalized, leave may begin within 112 months after the child leaves the hospital
• Leave is generally taken in consecutive blocks

However, include exceptions:

• Intermittent or reduced scheduled leave may be allowed for:
  • Reasonable accommodations
  • Coordination with Minnesota Paid Leave

This is where alignment with your ADA policy becomes critical.

Address Coordination with Other Leave Types

Employers should clearly explain how this leave interacts with other benefits.

Key Coordination Points:

• Minnesota Paid Leave (when applicable)
• Short-term disability benefits
• FMLA (if your organization is covered)

Your policy should state that leave may run concurrently when the reason qualifies under multiple laws or programs.

This avoids stacking leave unintentionally and ensures compliance.

Clarify Use of PTO and ESST

Minnesota law places limits on how employers handle accrued time.

Important considerations:

• You cannot require employees to use ESST or PTO
• You may allow (or require, depending on policy structure) use of vacation or PTO concurrently
• Clearly state whether accrued time will be applied during leave

Transparency here prevents disputes and ensures consistent administration.

Explain Benefits Continuation

Employees need to know what happens to their benefits while they are out.

Your handbook should clearly state:

• Employees may continue health, dental, and life insurance (if enrolled)
• Employees are responsible for their portion of premiums during unpaid leave
• Benefits accrued prior to leave are retained
• Benefits like PTO do not accrue during unpaid portions of leave

Providing a clear process for premium payments is also essential.

Reinforce Job Protection & Non-Retaliation

This is a critical legal protection-and one that should be clearly emphasized.

Your policy should confirm:

• Employees will be reinstated to the same or a comparable position upon return
• The company prohibits retaliation for requesting or taking leave

At the same time, include practical realities:

• Employees may still be impacted by company-wide decisions (e.g., layoffs or reduction in force)

This balances compliance with operational transparency.

Set Expectations for Return to Work

Your policy should address what happens at the end of leave:

• Employees are expected to return to work upon conclusion of approved leave
• Failure to return may be treated as voluntary resignation

Clear expectations help avoid ambiguity and protect both the employer and employee.

Avoid a “One-Size-Fits-All” Approach

Even the most well-drafted template requires customization.

Employers should evaluate:

• Whether they are covered by FMLA
• How Minnesota Paid Leave integrates with their policies
• Existing PTO, ESST, and disability practices
• Industry specific or workforce-specific considerations

A generic policy that isn’t tailored to your organization can create more risk-not less. 

Final Takeaway: Clarity is Compliance

The goal of your handbook isn’t just to meet legal requirements-it’s to provide clear, consistent guidance that mangers and employees can rely on.

A well-implemented Pregnancy and Parental Leave policy should:

• Reduce confusion
• Support employees during critical life events
• Protect your organization from compliance missteps

How WFJ Can Help

At Wagner, Falconer & Judd, we work with employers to go beyond templates-helping you build policies that are not only compliant, but practical and aligned with your business.

Whether you’re:

• Updating your employee handbook
• Integrating Minnesota Paid Leave
• Training managers on proper implementation

Our team can help ensure you policies in real life, not just on paper.