May 2025 State Labor Law Changes for Employers: New Rules in New Hampshire and Ohio

At INFINITI HR, we help small businesses stay compliant with evolving state labor laws. This May 2025 update outlines new employment regulations in New Hampshire and Ohio, including lactation accommodation requirements, pay stub transparency, and digital workplace notice laws. Stay informed and protect your business from legal risk.

Please note: This blog is for informational purposes only. Employers should consult with their dedicated HR consultant or legal counsel to address specific requirements for their organization. Find past compliance updates and HR insights on our website. 

Key Topics This Month:

1. New Hampshire: Lactation Accommodation
2. Ohio: Pay Stub Protection and Digital Workplace Notices

New Hampshire Labor Law Update: Lactation Break Requirements

LACTATION ACCOMMODATION – EFFECTIVE JULY 1, 2025

Beginning July 1, 2025, New Hampshire employers with six or more employees must offer nursing mothers a 30-minute unpaid break every three hours to express breast milk. This requirement applies for up to one year after childbirth. Break timing and frequency may vary depending on the individual’s needs.

In addition, employers will also be required to do the following:

• Create and distribute a company Lactation Accommodation policy.
• Provide a private space/room to express breast milk, other than a restroom. If the employee prefers, they may choose to use their own private office to express breast milk.

The private space/room must:

• Shielded from view and free from intrusion from other coworkers, be located near a sink with running water; must have a chair; and have an electrical outlet.
• Employees must provide at least a two-week advance notice of their need for a lactation accommodation in the workplace.

Ohio Labor Law Update

PAY STUB PROTECTION ACT – EFFECTIVE APRIL 9, 2025

Starting April 9, 2025, Ohio employers must provide employees with an itemized pay stub that includes:

• The name and address of the employee and employer;
• Total gross wages and total net wages;
• A breakdown of additions and deduction from wages, with a brief explanation;
• Hourly Employees: Total hours worked, hourly rate of pay, and any overtime hours/wages earned; and
• The pay date and pay period the wages cover.
• Employers may choose to provide this information electronic or form.

DIGITAL WORKPLACE NOTICES – EFFECTIVE JULY 20, 2025

Ohio employers will be permitted to post certain mandatory labor law notices electronically, as long as they are accessible to all employees. This law does not eliminate the requirement for employers to display workplace notices, but allows an additional method of compliance by allowing employer to provide them in digital format.

The digital workplace posting law applies to the following notices:

• Ohio Minor Labor Law Notice
• Ohio Minimum Fair Wage Standards Law Notice
• Ohio Civil Rights Law Notice
• Ohio Prevailing Wage Law Notice
• Ohio Workers’ Compensation Notice
• Ohio Public Employment Risk Reduction Program (PERRP) Notice

Employers may publish the above notices on an internal company website, intranet, or HR portal, as long as the notices are reasonably accessible to all employees. Also, employers must be sure to communicate this change to all existing employees, as well as new employees upon hire.

Interested in other current HR and employment law trends? Click the link to view the recent blog: How to Keep Employees Happy with a Yes Day, or check back for more on human resources policies, payroll compliance, insurance updates, and employee benefits guidance.

This article does not constitute legal advice, and there are subtle variations in state labor law updates depending on where your business operates. It is strongly suggested that you seek HR consultation or legal counsel before making decisions about leave policies, job postings, or pay disclosure.