{"id":6687,"date":"2012-05-21T21:47:00","date_gmt":"2012-05-22T02:47:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6687"},"modified":"2026-01-06T09:24:39","modified_gmt":"2026-01-06T14:24:39","slug":"new-hampshire-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/new-hampshire-employment-law\/","title":{"rendered":"New Hampshire employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong><strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">New Hampshire has laws that provide greater protections to employees than federal law, including broader antidiscrimination protections and health care continuation coverage obligations for smaller employers, but generally follows federal law with respect to topics such as the minimum wage and occupational safety and health.<\/p>\n\n\n\n<p class=\"\">Select New Hampshire employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must <a href=\"\/us\/solutions\/hr-compliance\/\">comply<\/a> with both federal and state law.<\/p>\n\n\n\n<p class=\"\">An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"EEO-Diversity-and-Employee-Relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Key New Hampshire requirements impacting EEO, diversity and employee relations are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Fair employment practices<\/h3>\n\n\n\n<p class=\"\">The New Hampshire Law Against Discrimination (NHLAD) generally applies to an employer with six or more employees. The NHLAD prohibits discrimination on the basis of protected characteristics, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Age<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy)<\/li>\n\n\n\n<li class=\"\">Race<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Marital status<\/li>\n\n\n\n<li class=\"\">Physical or mental disability<\/li>\n\n\n\n<li class=\"\">Religious creed<\/li>\n\n\n\n<li class=\"\">National origin (including ancestry)<\/li>\n\n\n\n<li class=\"\">Sexual orientation (real or perceived)<\/li>\n\n\n\n<li class=\"\">Gender identity<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The NHLAD also prohibits terminating or otherwise retaliating against an individual who files a discrimination complaint or participates in any discrimination proceeding.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Equal pay<\/h3>\n\n\n\n<p class=\"\">New Hampshire&#8217;s equal pay law generally prohibits an employer from discriminating between employees based on sex by paying employees of one sex at a rate less than the rate paid to employees of the other sex for equal work that requires equal skill, effort and responsibility and that is performed under similar working conditions.<\/p>\n\n\n\n<p class=\"\">An employer may pay different wages based on:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A seniority system<\/li>\n\n\n\n<li class=\"\">A merit or performance-based system<\/li>\n\n\n\n<li class=\"\">A system that measures earnings by quantity or quality of production.<\/li>\n\n\n\n<li class=\"\">Expertise<\/li>\n\n\n\n<li class=\"\">Shift differentials<\/li>\n\n\n\n<li class=\"\">Demonstrable factors other than sex, such as education, training or experience<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Discussion of wages<\/h3>\n\n\n\n<p class=\"\">Under New Hampshire&#8217;s equal pay law, an employer may not require that an employee refrain from disclosing the amount of his or her wages as a condition of employment. Additionally, an employer may not terminate, discipline or otherwise discriminate against an employee who discloses his or her wages, salary or paid benefits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Access to personnel files<\/h3>\n\n\n\n<p class=\"\">Current and former employees may request to review their personnel file. The employer must provide the employee with a reasonable opportunity to review the file. Employees also have the right to receive a copy of all or part of the file. The employer may charge a reasonable copying fee.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Whistleblower protections<\/h3>\n\n\n\n<p class=\"\">New Hampshire&#8217;s Whistleblowers&#8217; Protection Act protects employees who, in good faith:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Report violations of any federal, state or local law;<\/li>\n\n\n\n<li class=\"\">Object to, or refuse to participate in, illegal activity;<\/li>\n\n\n\n<li class=\"\">Refuse to execute an illegal directive; or<\/li>\n\n\n\n<li class=\"\">Participate in a government investigation or hearing concerning allegations that the employer violated federal, state or local law.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Recruiting-and-Hiring\">Recruiting and hiring<\/h2>\n\n\n\n<p class=\"\">Under New Hampshire&#8217;s Fair Credit Reporting Act, an employer may obtain and use a consumer report to make hiring decisions. The employer must disclose in writing to the job applicant that a consumer report will be requested as part of the application process and must have the applicant&#8217;s written permission to request the report. If the employer decides not to hire a job applicant based on information contained in a consumer report, it must advise the applicant of this and supply the name and address of the consumer reporting agency.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/us\/products\/hr-compliance-center\/\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Wage-and-Hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key New Hampshire requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">New Hampshire&#8217;s minimum wage is tied to the federal minimum wage. A separate minimum wage rate exists for employees who receive tips.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Overtime<\/h3>\n\n\n\n<p class=\"\">Nonexempt employees must be paid at the rate of time-and-one-half for all time worked in excess of 40 hours in any one work week.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Meal breaks<\/h3>\n\n\n\n<p class=\"\">An employer may not require employees to work more than five consecutive hours without granting them a 30-minute lunch or eating period, unless the employee can eat while working and the employer allows the employee to do so.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Breastfeeding breaks<\/h3>\n\n\n\n<p class=\"\">An employer must provide <em>reasonable break periods<\/em> &#8211; meaning unpaid breaks of approximately 30 minutes for every three hours of work performed &#8211; and a reasonable, sufficient space for employees who need to express milk for a child for up to one year after the birth of the child.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in New Hampshire restrict the occupations in which minors may be employed and the number of hours and times during which they may work.<\/p>\n\n\n\n<p class=\"\">Minors under 18 years of age may not be permitted to work in any hazardous occupation, except in an approved apprenticeship, vocational rehabilitation or training program.<\/p>\n\n\n\n<p class=\"\">Minors 16 or 17 years of age may work no more than:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Six consecutive days or 30 hours in a workweek during which school is in session for five days<\/li>\n\n\n\n<li class=\"\">Six consecutive days or 40 and one-quarter hours in a workweek during which school is in session for four days<\/li>\n\n\n\n<li class=\"\">Six consecutive days or 48 hours in a workweek during which school is in session for more than one but fewer than four days or during school vacations, including summer vacation<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors under 16 years of age may work:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">No earlier than 7:00 a.m. or later than 9:00 p.m.<\/li>\n\n\n\n<li class=\"\">No more than three hours per day on school days<\/li>\n\n\n\n<li class=\"\">No more than 23 hours per week during school weeks<\/li>\n\n\n\n<li class=\"\">No more than eight hours per day on nonschool days<\/li>\n\n\n\n<li class=\"\">No more than 48 hours per week during school vacations<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Pay-and-Benefits\">Pay and benefits<\/h2>\n\n\n\n<p class=\"\">Key New Hampshire requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Health care continuation<\/h3>\n\n\n\n<p class=\"\">In New Hampshire, health care continuation is generally available to individuals covered by an employer with two or more employees. Individuals covered by an employer with 20 or more employees may elect continuation coverage under New Hampshire law or federal COBRA, but not both.<\/p>\n\n\n\n<p class=\"\">New Hampshire&#8217;s law provides a variety of continuation coverage periods generally ranging from 39 weeks to 36 months, depending on why coverage is lost. The law also contains special provisions for divorced or legally separated spouses.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Payment of wages<\/h3>\n\n\n\n<p class=\"\">An employer must pay employee&#8217;s wages in cash, or by checks that are negotiable in full at a convenient financial institution where suitable arrangements have been made for check cashing. An employer may pay by direct deposit or electronic paycards if certain requirements are met.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">An employer may pay wages on a weekly basis, or on a biweekly basis at regular intervals not exceeding 14 days. Employees paid on a weekly basis must be paid all wages due within eight days after the end of the workweek, and employees paid on a biweekly basis must be paid all wages due within 15 days after the end of the workweek.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pay statements<\/h3>\n\n\n\n<p class=\"\">A New Hampshire employer must provide each employee with a statement of deductions made from his or her wages for each pay period in which deductions are made. Employees must acknowledge in writing that they have received notice of:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Their rate of pay or salary and the day and place of payment<\/li>\n\n\n\n<li class=\"\">A description of employment practices and policies related to paid vacations, holidays, sick leave, bonuses, severance pay, personal days, payments of employee expenses, pensions and all other fringe benefits<\/li>\n\n\n\n<li class=\"\">Any changes in rates of pay, salary or employment practices or policies prior to the effective date of the change<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Wage deductions<\/h3>\n\n\n\n<p class=\"\">An employer may make deductions from employees&#8217; wages that are required by federal or state law; authorized or requested in writing by the employee; or for medical, surgical, or hospital care or service, without financial benefit to the employer.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence<\/h2>\n\n\n\n<p class=\"\">New Hampshire has several laws relating to required time off and leaves of absence for employees. These laws include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Crime victim leave (covering employers with 25 or more employees)<\/li>\n\n\n\n<li class=\"\">Pregnancy disability leave (covering employers with six or more employees)<\/li>\n\n\n\n<li class=\"\">Childbirth, postpartum and infant care leave (covering employers with 20 or more employees)<\/li>\n\n\n\n<li class=\"\">Family military leave (covering employers with 50 or more employees)<\/li>\n\n\n\n<li class=\"\">Military leave<\/li>\n\n\n\n<li class=\"\">Time off on Veterans Day<\/li>\n\n\n\n<li class=\"\">Emergency responder leave<\/li>\n\n\n\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Day of rest requirements<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Health-and-Safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key New Hampshire requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Smoke-free workplace<\/h3>\n\n\n\n<p class=\"\">An employer with four or more employees must comply with the Indoor Smoking Act. Certain workplaces must be smoke-free, while others have the option to have effectively segregated indoor smoking areas. An employer must prohibit indoor smoking altogether if it cannot be contained to a limited area. However, an employer is not required to provide or attempt to provide a segregated indoor smoking area.<\/p>\n\n\n\n<p class=\"\">An employer must have a written policy addressing smoking or nonsmoking provisions and post appropriate signage.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Weapons in the workplace<\/h3>\n\n\n\n<p class=\"\">Employers and property owners may create weapons policies to limit or prevent individuals and employees from bringing concealed weapons on the premises. However, an employer that receives public funds from the federal or state government may not prohibit an employee from keeping a firearm or ammunition in a privately owned vehicle in an employer-owned parking lot, as long as certain conditions are met, and it may not take adverse action against an employee who stores a firearm or ammunition in accordance with the law. Further, no employer, regardless of whether they receive public funds, may:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Require an employee to disclose whether they are storing a firearm or ammunition in their vehicle; or<\/li>\n\n\n\n<li class=\"\">Search an employee&#8217;s vehicle for a firearm or ammunition. Vehicle searches may be undertaken only by law enforcement.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">New Hampshire prohibits drivers from using any hand-held mobile electronic device for:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Talking<\/li>\n\n\n\n<li class=\"\">Texting<\/li>\n\n\n\n<li class=\"\">Emailing<\/li>\n\n\n\n<li class=\"\">Accessing the internet<\/li>\n\n\n\n<li class=\"\">Programming a GPS or navigation device<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Organizational-Exit\">Organizational exit<\/h2>\n\n\n\n<p class=\"\">Key New Hampshire requirements impacting organizational exit are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Final pay<\/h3>\n\n\n\n<p class=\"\">An employee who quits or resigns must be paid all wages owed by the next regular payday. If an employee gives at least one pay period&#8217;s notice of his or her intention to quit, all wages must be paid within 72 hours.<\/p>\n\n\n\n<p class=\"\">Terminated employees must be paid all wages owed in full within 72 hours of termination.<\/p>\n\n\n\n<p class=\"\">If an employee is suspended as a result of a labor dispute, or laid off for any reason, all wages must be paid by the next regular payday.<\/p>\n\n\n\n<p class=\"\">Upon termination, accrued vacation time must be paid according to the terms of any written or verbal agreement between the employer and the employee.<\/p>\n\n\n\n<p class=\"\">A deceased employee&#8217;s wages of up to $300 may be paid to the following individuals in the order listed, if a proper demand for payment is made:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Spouse;<\/li>\n\n\n\n<li class=\"\">Adult children;<\/li>\n\n\n\n<li class=\"\">Parents;<\/li>\n\n\n\n<li class=\"\">Siblings;<\/li>\n\n\n\n<li class=\"\">Grandparents; or<\/li>\n\n\n\n<li class=\"\">The state if none of the above is alive.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Mass layoff notifications<\/h3>\n\n\n\n<p class=\"\">The New Hampshire Worker Adjustment and Retraining Notification (WARN) Act requires an employer with 100 or more full-time employees to provide 60 days&#8217; advance written notice before a qualifying layoff, reduction in force or plant closing.<\/p>\n\n\n\n<p class=\"\">Under the New Hampshire WARN Act, a mass layoff involves the termination of at least:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">250 full-time workers during a 30-day period; or<\/li>\n\n\n\n<li class=\"\">25 full-time workers if they constitute one-third of the workforce.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">A plant closing is a permanent or temporary shutdown resulting in at least 50 job losses.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#EEO-Diversity-and-Employee-Relations\">EEO, diversity and employee relations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Recruiting-and-Hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Wage-and-Hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Pay-and-Benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Health-and-Safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Organizational-Exit\">Organizational exit<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture. Access premium content today.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide with a FREE trial of the HR &amp; Compliance Center.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-8a375f8d2b29cd415a6ed271fad0b520 wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/racially-discriminatory-dei\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/03\/29041440\/Learning-strategy-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/racially-discriminatory-dei\/\">Federal contractors must agree not to engage in \u201cracially discriminatory\u201d DEI<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">A new executive order requires federal contractors to certify they do not engage in racially discriminatory DEI practices, &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/01\/17160142\/Feature-Brightmine-Diverse-employees-having-a-discussion-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\">DEI compliance in 2026: What to start, continue, stop\u00a0<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Recent EEOC enforcement has put employee development programs\u2014mentoring, leadership pipelines, internships, ERGs, and training\u2014under sharper scrutiny. In this &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/washington-state-bans-all-noncompetes-voids-existing-agreements\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/02\/26031954\/Contract-signing-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/washington-state-bans-all-noncompetes-voids-existing-agreements\/\">Washington State bans all noncompetes, voids existing agreements<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Washington has enacted a near\u2011total ban on employee noncompete agreements. Under amendments taking effect June 30, 2027, all &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This New Hampshire employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-updateable-resources","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6687","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>New Hampshire employment law overview | Brightmine<\/title>\n<meta name=\"description\" content=\"New Hampshire employment law overview | This guide provides an overview of key New Hampshire employment laws employers should know.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/new-hampshire-employment-law\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"New Hampshire employment law overview | Brightmine\" \/>\n<meta property=\"og:description\" content=\"New Hampshire employment law overview | This guide provides an overview of key New Hampshire employment laws employers should know.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/new-hampshire-employment-law\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine US\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-06T14:24:39+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/10\/09082314\/state-law-overview-feature-image.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@WeAreBrightmine\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"38 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":[\"Article\",\"BlogPosting\"],\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/new-hampshire-employment-law\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/new-hampshire-employment-law\/\"},\"author\":{\"name\":\"Natasha Wiebusch\",\"@id\":\"https:\/\/www.brightmine.com\/us\/#\/schema\/person\/b8f19362b0b767a81fba997105421b76\"},\"headline\":\"New Hampshire employment law overview\",\"datePublished\":\"2012-05-22T02:47:00+00:00\",\"dateModified\":\"2026-01-06T14:24:39+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/new-hampshire-employment-law\/\"},\"wordCount\":2088,\"publisher\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/new-hampshire-employment-law\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/10\/09082314\/state-law-overview-feature-image.webp\",\"articleSection\":[\"Guides - 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