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Tennessee Laws

Discover important state and local employment laws for Tennessee.
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Published: Sep 15, 2022

Tennessee Prohibits Hairstyle Discrimination

Tennessee Prohibits Hairstyle Discrimination
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Update Effective: Immediately

Tennessee enacted its CROWN Act on July 1, 2022. The state’s CROWN Act prohibits employers from adopting any policies in the workplace that may discriminate against hairstyles associated with an employee’s race or cultural identification. This includes natural and protective hairstyles such as, and not limited to, braids, locks, twists, and Bantu knots.

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Published: Apr 14, 2022

Tennessee Expands Employee Protections Relating to COVID-19 Vaccine Mandates

Tennessee Expands Employee Protections Relating to COVID-19 Vaccine Mandates
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Update Effective: March 11, 2022

A new Tennessee law expands on a previous law that prohibits employers in the state from taking adverse action against employees who refuse the COVID-19 vaccine. This new legislation further enforces that if proof of vaccination is required as part of an employer’s mandatory vaccination policy, that employer must allow exemptions to their policy if an employee provides documentation for a medical reason from a healthcare provider or a written attestation to a religious belief. With regard to religious exemptions, the law states that an employer cannot require proof beyond an initial statement from the employee.

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Published: Oct 15, 2020

Tennessee Pregnant Workers Fairness Act

Tennessee Pregnant Workers Fairness Act
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Update Effective: October 1, 2020

Employers in Tennessee with 15 or more employees are required to provide reasonable accommodations to employees with medical needs related to pregnancy, childbirth, or other related medical conditions unless doing so would create an undue hardship on the employer. Covered employers are also prohibited from taking adverse action against employees who make such requests.

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Published: Dec 12, 2019

Tennessee Adjusts Independent Contractor Analysis Factors

Tennessee Adjusts Independent Contractor Analysis Factors
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Update Effective: January 1, 2020

Tennessee has adopted a new law that reinforces the IRS 20-factor test to determine whether a worker is an independent contractor versus an employee.

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This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.
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