Intro to Maryland Labor Laws

Maryland's amended Parental Leave Act (PLA) will no longer apply to employers already covered by the federal Family and Medical Leave Act (FMLA). This change simplifies compliance by ensuring that employers with 50 or more employees are not subject to overlapping state and federal regulations for the same parental leave reasons.

Employers should carefully review and update their parental leave policies to reflect these changes.

Maryland Occupational Safety and Health (MOSH) has released heat stress standards(opens in a new tab) for employers whose workers are exposed to a heat index of 80°F or above, requiring regular heat monitoring, with exclusions applying in certain emergency/incidental situations and climate-controlled spaces. Covered employers must implement a written heat-related illness prevention plan, detailing hydration access, symptom recognition, rest breaks, and emergency responses, with additional precautions applying when temperatures rise above 90°F. In partnership with legal counsel, Maryland employers should review the standards, develop a written heat-related illness prevention plan, and train employees to remain compliant.

On April 25, 2024, Governor Moore signed into law a new set of pay transparency requirements for all Maryland employers, which will take effect on October 1, 2024. The Wage Range Transparency Act imposes new requirements on all Maryland employers, regardless of size. With these changes, Maryland will join a growing number of other states that have enacted similar pay transparency laws.

The Maryland General Assembly has passed legislation delaying the implementation of the state's Family and Medical Leave Insurance (FAMLI) program. The new timeline is as follows:

• Employer and employee contributions begin January 1, 2027 

• Benefits become available on January 3, 2028 

This postponement follows the Maryland Department of Labor's proposal in February 2025, which cited "unprecedented uncertainty" due to recent federal actions affecting Maryland employers and workers. Employers should review the revised schedule and stay informed on further updates from the Maryland Department of Labor.

The Pay Stub and Pay Statement law has been amended.  Effective October 1, 2024, employers are required to provide notice of pay details such as rate of pay, paydays, and leave benefits in writing, and paystubs must be furnished in writing or online. Paystubs must also include details such as date of payment, beginning/end dates of pay period, all rates of pay, additional bases/amounts of pay, and amount and description of pay deductions, among others.  The Maryland Department of Labor (MDDOL) recently published FAQs(opens in a new tab) to provide more guidance on the law.  

As reported previously, the Wage Range Transparency Act is effective as of October 1, 2024. Under this law, employers of all sectors must disclose wage ranges, benefits, and additional compensation in internal and external advertisements for jobs physically performed at least partly in Maryland. The MDDOL also published FAQs(opens in a new tab) for the Wage Range Transparency Act to provide additional guidance. 

Employers should update their job advertisements, pay stubs, and pay statements to be in accordance with the new laws. Paystubs issued via Justworks are compliant with these requirements.

Maryland recently signed into law SB 828, which made changes to several portions of the state’s Family and Medical Leave Insurance (FAMLI) program, including the implementation dates. Covered employers will now be required to remit premiums and report relevant information to the state beginning on October 1, 2024. Accordingly, eligible employees will not be able to claim benefits until January 1, 2026.