{"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":"2026-07-27T03:58:13","modified_gmt":"2026-07-27T08:58:13","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.&nbsp;<\/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 comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"equal-employment-opportunity\">Equal Employment Opportunity (EEO) and worker protections&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO<\/a> and worker protections. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices\" style=\"font-style:normal;font-weight:500\">Fair employment practices&nbsp;<\/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:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Age;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy);&nbsp;<\/li>\n\n\n\n<li class=\"\">Race;&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Marital status;&nbsp;<\/li>\n\n\n\n<li class=\"\">Physical or mental disability;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religious creed;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin (including ancestry);&nbsp;<\/li>\n\n\n\n<li class=\"\">Sexual orientation (real or perceived); and&nbsp;<\/li>\n\n\n\n<li class=\"\">Gender identity.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay\" style=\"font-style:normal;font-weight:500\">Equal pay&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer may pay different wages based on:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A seniority system;&nbsp;<\/li>\n\n\n\n<li class=\"\">A merit or performance-based system;&nbsp;<\/li>\n\n\n\n<li class=\"\">A system that measures earnings by quantity or quality of production;&nbsp;<\/li>\n\n\n\n<li class=\"\">Expertise;&nbsp;<\/li>\n\n\n\n<li class=\"\">Shift differentials; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Demonstrable factors other than sex, such as education, training or experience.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-transparency\" style=\"font-style:normal;font-weight:500\">Pay transparency&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/u-s-pay-transparency-laws-by-state-and-locality\/\">pay transparency law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions\" style=\"font-style:normal;font-weight:500\">Salary history inquiry restrictions&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not restrict an employer from inquiring into or relying upon an applicant&#8217;s salary history.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"employee-wage-disclosure-rights\" style=\"font-style:normal;font-weight:500\">Employee wage disclosure rights&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation\" style=\"font-style:normal;font-weight:500\">Pregnancy accommodation&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not have requirements for private employers related to pregnancy accommodation.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks\" style=\"font-style:normal;font-weight:500\">Breastfeeding breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer must provide reasonable break periods &#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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files\" style=\"font-style:normal;font-weight:500\">Access to personnel files&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections\" style=\"font-style:normal;font-weight:500\">Whistleblower Protections&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire&#8217;s Whistleblowers&#8217; Protection Act protects employees who, in good faith:&nbsp;<\/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;&nbsp;<\/li>\n\n\n\n<li class=\"\">Object to, or refuse to participate in, illegal activity;&nbsp;<\/li>\n\n\n\n<li class=\"\">Refuse to execute an illegal directive; or&nbsp;<\/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.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"scheduling\" style=\"font-style:normal;font-weight:500\">Scheduling&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire&#8217;s Discrimination in the Workplace Law protects covered employees&#8217; right to request flexible working arrangements. However, the law does not require an employer to accommodate a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">flexible work schedule<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Recruiting-and-Hiring\">Recruiting and hiring&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/new-hire-paperwork-and-notice-requirements-by-state\/\">recruiting and hiring<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks\" style=\"font-style:normal;font-weight:500\">Credit checks&nbsp;<\/h3>\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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ban-the-box-and-fair-chance\" style=\"font-style:normal;font-weight:500\">Ban the Box and Fair Chance&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not have a state <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">ban-the-box<\/a> or fair chance law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\" style=\"font-style:normal;font-weight:500\">E-Verify&nbsp;<\/h3>\n\n\n\n<p class=\"\">There are no state-specific requirements for private employers related to the use of <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/immigration-form-i9-work-visas-federal\/\">E-Verify<\/a> in New Hampshire.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Wage-and-Hour\">Wage and hour&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire employers may be required to comply with certain wage and hour requirements. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage\" style=\"font-style:normal;font-weight:500\">Minimum wage&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire&#8217;s <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/minimum-wage-rates-by-state-and-municipality\/\">minimum wage<\/a> is tied to the federal minimum wage. A separate minimum wage rate exists for employees who receive tips.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime\" style=\"font-style:normal;font-weight:500\">Overtime&nbsp;<\/h3>\n\n\n\n<p class=\"\">Nonexempt employees must be paid at the rate of time-and-one-half for all <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-variations-by-state\/\">time worked in excess of 40 hours in any one work week<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-and-rest-breaks\" style=\"font-style:normal;font-weight:500\">Meal and rest breaks&nbsp;<\/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 <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/meal-and-rest-break-requirements-by-state\/\">lunch or eating period<\/a>, unless the employee can eat while working and the employer allows the employee to do so.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor\" style=\"font-style:normal;font-weight:500\">Child labor&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/child-labor-working-hour-restrictions-by-state\/\">Child labor laws in New Hampshire<\/a> restrict the occupations in which minors may be employed and the number of hours and times during which they may work.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<p class=\"\">Minors 16 or 17 years of age may work no more than:&nbsp;<\/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;&nbsp;<\/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; and&nbsp;<\/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.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors under 16 years of age may work:&nbsp;<\/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.;&nbsp;<\/li>\n\n\n\n<li class=\"\">No more than three hours per day on school days;&nbsp;<\/li>\n\n\n\n<li class=\"\">No more than 23 hours per week during school weeks;&nbsp;<\/li>\n\n\n\n<li class=\"\">No more than eight hours per day on nonschool days; and&nbsp;<\/li>\n\n\n\n<li class=\"\">No more than 48 hours per week during school vacations.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Pay-and-Benefits\">Pay and benefits&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire employers may be required to follow certain requirements with respect to employee pay and benefits. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-payment-methods\" style=\"font-style:normal;font-weight:500\">Wage payment methods&nbsp;<\/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 <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/direct-deposit-laws-by-state\/\">direct deposit<\/a> or electronic paycards if certain requirements are met.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-and-lag-time\" style=\"font-style:normal;font-weight:500\">Pay frequency and lag time&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer may <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">pay wages on a weekly basis, or on a biweekly basis at regular intervals<\/a> 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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-deductions\" style=\"font-style:normal;font-weight:500\">Pay deductions&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer may make <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">deductions from employees&#8217; wages<\/a> 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<h3 class=\"wp-block-heading\" id=\"pay-statements\" style=\"font-style:normal;font-weight:500\">Pay statements&nbsp;<\/h3>\n\n\n\n<p class=\"\">A New Hampshire employer must provide each employee with a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">statement of deductions<\/a> 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:&nbsp;<\/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;&nbsp;<\/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; and&nbsp;<\/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.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-theft\" style=\"font-style:normal;font-weight:500\">Wage theft&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not have a wage theft law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation\" style=\"font-style:normal;font-weight:500\">Health care continuation&nbsp;<\/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.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"temporary-disability-insurance\" style=\"font-style:normal;font-weight:500\">Temporary disability insurance&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not have requirements for private employers related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/temporary-disability-insurance-requirements-by-state\/\">temporary disability insurance<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/#new-hampshire-leave-laws\">time off and leaves of absence<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave\" style=\"font-style:normal;font-weight:500\">Family and medical leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">While New Hampshire does not have a state law equivalent to the federal Family and Medical Leave Act, employers should be aware that New Hampshire&#8217;s Granite State Paid Family Leave Plan establishes a voluntary <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-family-leave-requirements-by-state\/\">paid family and medical leave<\/a> insurance program for private employers and employees. Employers may choose to provide family and medical leave insurance at no cost to their employees or on a contributory or partially contributory basis.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-sick-leave\" style=\"font-style:normal;font-weight:500\">Paid sick leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-sick-leave-by-state\/\">state paid sick leave law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-time-off-requirements\" style=\"font-style:normal;font-weight:500\">Other time off requirements&nbsp;<\/h3>\n\n\n\n<p class=\"\">In addition to the PFML, a New Hampshire employer may also be required to comply with other leave and time off laws, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Crime victim leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Pregnancy disability leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Childbirth, postpartum and infant care leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Family military leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/military-leave-reminders\/\">Military leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Time off on Veterans Day;&nbsp;<\/li>\n\n\n\n<li class=\"\">Emergency responder leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/jury-duty-leave-laws-by-state-and-municipality\/\">Jury duty leave<\/a>; and&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/day-of-rest-requirements-by-state\/\">Day of rest requirements<\/a>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Health-and-Safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/employee-privacy-new-hampshire\/\">employee health and safety<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health\" style=\"font-style:normal;font-weight:500\">Occupational safety and health&nbsp;<\/h3>\n\n\n\n<p class=\"\">Private sector employers in New Hampshire fall under the jurisdiction of federal OSHA for compliance and enforcement and must follow the appropriate Code of Federal Regulations that applies to their industry and work practices.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-and-alcohol-testing\" style=\"font-style:normal;font-weight:500\">Drug and alcohol testing&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire does not have a law that specifically governs <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">workplace drug and alcohol testing<\/a>. Therefore, New Hampshire employers may establish their own drug and alcohol testing policies, as long as the testing program complies with the ADA, the New Hampshire Law Against Discrimination, collective bargaining agreements, and other laws that protect workers from discrimination or violations of privacy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smokefree-workplace\" style=\"font-style:normal;font-weight:500\">Smoke-free workplace&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer must have a written policy addressing smoking or nonsmoking provisions and post appropriate signage.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace\" style=\"font-style:normal;font-weight:500\">Weapons in the workplace&nbsp;<\/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 <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/guns-in-parking-lots-laws-by-state\/\">keeping a firearm or ammunition in a privately owned vehicle in an employer-owned parking lot<\/a>, 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:&nbsp;<\/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&nbsp;<\/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.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices\" style=\"font-style:normal;font-weight:500\">Safe driving practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">New Hampshire prohibits drivers from using any hand-held mobile electronic device for:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Talking;&nbsp;<\/li>\n\n\n\n<li class=\"\">Texting;&nbsp;<\/li>\n\n\n\n<li class=\"\">Emailing;&nbsp;<\/li>\n\n\n\n<li class=\"\">Accessing the internet; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Programming a GPS or navigation device.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Organizational-Exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire employers may be required to follow certain requirements when <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/disciplinary\/documentation-for-separation-of-employment-by-state\/\">employees exit the organization<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay\" style=\"font-style:normal;font-weight:500\">Final pay&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">An employee who quits or resigns must be paid all wages owed<\/a> 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.&nbsp;<\/p>\n\n\n\n<p class=\"\">Terminated employees must be paid all wages owed in full within 72 hours of termination.&nbsp;<\/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.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<p class=\"\">A <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/deceased-employee-wages-by-state\/\">deceased employee&#8217;s wages<\/a> of up to $500 may be paid to the following individuals in the order listed, if a proper demand for payment is made:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Spouse;&nbsp;<\/li>\n\n\n\n<li class=\"\">Adult children;&nbsp;<\/li>\n\n\n\n<li class=\"\">Parents;&nbsp;<\/li>\n\n\n\n<li class=\"\">Siblings;&nbsp;<\/li>\n\n\n\n<li class=\"\">Grandparents; or&nbsp;<\/li>\n\n\n\n<li class=\"\">The state if none of the above is alive.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoffs\" style=\"font-style:normal;font-weight:500\">Mass layoffs&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<p class=\"\">Under the New Hampshire WARN Act, a mass layoff involves the termination of at least:&nbsp;<\/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&nbsp;<\/li>\n\n\n\n<li class=\"\">25 full-time workers if they constitute one-third of the workforce.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">New Hampshire does not have a law related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/\">AI in employment<\/a> applicable to private employers.<\/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=\"#equal-employment-opportunity\">EEO and worker protections<\/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\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=\"#ai-in-employment\">AI in employment<\/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\" id=\"h-get-the-full-picture\" style=\"font-style:normal;font-weight:500\">Get the full picture.<\/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.  Get a free quote for HR &amp; Compliance Center today.<\/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:\/\/www.brightmine.com\/us\/quote\/?intcmp=hrcc-resources|premium-resources|button|quote|Get-a-quote\" style=\"border-radius:25px\">Get a quote<\/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-305e5a650fe6997d602043c8dc4622cb wp-block-brightmine-resources-filter has-text-color has-primary-black-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: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/103265-fee-planned-for-all-cap-subject-h-1b-petitions\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/29031618\/person-writing-notes-while-using-laptop-in-office.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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/103265-fee-planned-for-all-cap-subject-h-1b-petitions\/\">$103,265 fee planned for all cap-subject H-1B petitions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">DHS plans to impose an additional $103,265 fee on all H-1B petitions subject to the annual cap, regardless &#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: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/ofccp-relaxes-rules-for-federal-contractors\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/08\/07052417\/brightmine-resource-library.jpg);\"><\/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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/ofccp-relaxes-rules-for-federal-contractors\/\">OFCCP relaxes rules for federal contractors<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">OFCCP has finalized three rules that roll back affirmative action-related requirements for federal contractors, including disability self-identification and &#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: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/17073128\/Creative-team-meeting-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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\">Additional NLRB member opens door to reverse union-friendly decisions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The confirmation of a fourth National Labor Relations Board member gives Republicans a 3-1 majority, creating a pathway &#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>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\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<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\" rel=\"tag\">HR compliance<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/\" rel=\"tag\">State-by-state compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full 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-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/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\">\n<p class=\"\"><strong>The Brightmine Editorial Team<\/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=\"\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/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":"employment-law-overview","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"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-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\" 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