{"id":6764,"date":"2012-05-02T19:14:00","date_gmt":"2012-05-03T00:14:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6764"},"modified":"2026-07-27T03:54:18","modified_gmt":"2026-07-27T08:54:18","slug":"maryland-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/maryland-employment-law\/","title":{"rendered":"Maryland 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=\"\">Maryland has some laws that provide greater protections to employees than federal law, including pregnancy accommodation rights, a higher minimum wage and health care continuation coverage obligations for smaller employers, but generally follows federal law with respect to topics such as overtime pay, military leave and occupational safety.&nbsp;<\/p>\n\n\n\n<p class=\"\">Select Maryland 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=\"\">Maryland 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 Maryland Fair Employment Practices Act (FEPA) prohibits certain employers from discriminating on the basis of protected characteristics, 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=\"\">Race, including hair texture and hairstyles typically associated with a particular race;&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religion;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sexual orientation;&nbsp;<\/li>\n\n\n\n<li class=\"\">Gender identity;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin\/ancestry;&nbsp;<\/li>\n\n\n\n<li class=\"\">Marital status;&nbsp;<\/li>\n\n\n\n<li class=\"\">Disability unrelated to job performance; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Genetic information.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Harassment is considered to be a form of discrimination under the FEPA.&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=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-compensation\/pay-equity\/fair-pay-maryland\/\">Maryland&#8217;s Equal Pay for Equal Work law<\/a> prohibits employers from paying a wage to employees of one sex or gender identity at a rate less than the rate paid to employees of another sex or gender identity if both employees work in the same establishment and perform comparable work. Employers are also prohibited from providing less favorable employment opportunities on the basis of an employee&#8217;s sex or gender identity. The law permits pay differentials based on:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A nondiscriminatory seniority or merit increase system;&nbsp;<\/li>\n\n\n\n<li class=\"\">Jobs requiring different abilities, skills, duties or services;&nbsp;<\/li>\n\n\n\n<li class=\"\">Work performed on different shifts or at different times of day;&nbsp;<\/li>\n\n\n\n<li class=\"\">A system that measures performance based on quality or quantity of production; or&nbsp;<\/li>\n\n\n\n<li class=\"\">A bona fide factor other than sex or gender identity, including 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=\"\">Maryland has 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> that requires employers to disclose the wage range and a general description of benefits and other compensation in any public or internal job posting. &nbsp;<\/p>\n\n\n\n<p class=\"\">If a public or internal posting for a position was not made available to an applicant, an employer must disclose the wage range and other information a job posting must contain to the applicant before discussing compensation with the individual and at any other time upon the applicant&#8217;s request.&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=\"\">Employers in Maryland may not seek or rely on an applicant&#8217;s wage history in screening or considering the applicant for employment or in determining wages for the applicant. After making an initial offer of employment, an employer may rely on or seek to confirm wage information voluntarily provided by the applicant to support a wage higher than the employer&#8217;s initial offer.&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=\"\">Maryland prohibits an employer from taking an adverse employment action against an employee who inquires about, discusses or discloses his or her own wages or the wages of another, if those wages have been disclosed voluntarily. Employees who have regular access to wage information are not protected by the law, unless they obtain the wage information outside of their normal duties. An employer may maintain a written policy, establishing reasonable workday limitations on the time, place and manner for inquiries about or the discussion or disclosure of an employee&#8217;s wages.&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=\"\">Under Maryland&#8217;s Reasonable Accommodations for Disabilities Due to Pregnancy Act, an employer with 15 or more employees must provide reasonable accommodations to employees who are temporarily disabled due to pregnancy unless doing so would cause the employer an undue hardship. Reasonable accommodations include, but are not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Changing the employee&#8217;s job duties;&nbsp;<\/li>\n\n\n\n<li class=\"\">Changing the employee&#8217;s work hours;&nbsp;<\/li>\n\n\n\n<li class=\"\">Relocating the employee&#8217;s work area;&nbsp;<\/li>\n\n\n\n<li class=\"\">Providing mechanical or electrical aids;&nbsp;<\/li>\n\n\n\n<li class=\"\">Transferring the employee to a less-hazardous or less-strenuous position; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Providing a leave of absence.&nbsp;<\/li>\n<\/ul>\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=\"\">Maryland does not have requirements for private employers related to breastfeeding breaks.&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=\"\">Maryland law does not require private employers to provide employees with access to their personnel files.&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=\"\">Maryland&#8217;s Health Care Whistleblower Protection Act protects board-licensed or board-certified health care workers from retaliatory personnel actions based on their whistleblowing activities&nbsp;<\/p>\n\n\n\n<p class=\"\">Maryland also allows for whistleblower incentive and reward payments regarding reports of tax violations. The law contains retaliation protections for whistleblowers.&nbsp;<\/p>\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=\"\">Maryland does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">scheduling law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring&nbsp;<\/h2>\n\n\n\n<p class=\"\">Maryland employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/onboarding\/new-hire-paperwork-in-maryland\/\">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=\"\">The Job Applicant Fairness Act generally prohibits a covered Maryland employer from using a credit report to determine:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Whether to hire a job applicant;&nbsp;<\/li>\n\n\n\n<li class=\"\">Whether to terminate an employee; or&nbsp;<\/li>\n\n\n\n<li class=\"\">The rate of pay or other conditions of employment to offer an employee.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer must provide individuals with written notice if it uses their credit report or credit history for a job-related purpose.&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=\"\">The Maryland Criminal Record Screening Practices Act limits a covered employer&#8217;s use of criminal history and\/or criminal records in employment decisions. Among other things it prohibits a covered employer from conducting a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">criminal history records check<\/a> on the applicant prior to the first in-person interview.&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 Maryland.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour&nbsp;<\/h2>\n\n\n\n<p class=\"\">Maryland 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=\"\">Maryland&#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 $15.00 per hour. A tip credit is available 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=\"\">With certain exceptions, nonexempt employees must be paid one-and-one-half times their usual hourly rate for <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-variations-by-state\/\">all hours worked in excess of 40 in a workweek<\/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=\"\">Certain retail employers must provide, with some exceptions, nonworking shift breaks to certain employees, the length and the number of breaks depending on the number of hours the employee is employed in the shift. Non-retail employees are not entitled to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/meal-and-rest-break-requirements-by-state\/\">meal breaks<\/a>, but any meal breaks count as hours worked if the employee is required to perform any duties during the break.&nbsp;<\/p>\n\n\n\n<p class=\"\">In addition, Maryland law imposes restrictions on the hours that may be worked by minors and by nurses.&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<\/a> in Maryland 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=\"\">All minors are generally prohibited from working in hazardous occupations, and minors under the age of 16 are prohibited from working in a variety of other occupations such as manufacturing.&nbsp;<\/p>\n\n\n\n<p class=\"\">With some exceptions, a minor may not be employed or permitted to work more than five consecutive hours without a nonworking period of at least one half-hour. Each day, the total school and work hours of a minor may not exceed 12 hours, and the minor must have at least eight consecutive hours that are not school or work hours.&nbsp;<\/p>\n\n\n\n<p class=\"\">Minors 14 and 15 years of age may not work before 7:00 a.m. or after 8:00 p.m. between Labor Day and Memorial Day. From Memorial Day to Labor Day, minors may work until 9:00 p.m., but no more than:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Four hours on any day when school is in session;&nbsp;<\/li>\n\n\n\n<li class=\"\">Eight hours on any day when school is not in session;&nbsp;<\/li>\n\n\n\n<li class=\"\">23 hours in any week when school is in session for five days; and&nbsp;<\/li>\n\n\n\n<li class=\"\">40 hours in any week when school is not in session.&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=\"\">Maryland employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/maryland-payroll-wage-payment-compliance-guide\/\">employee pay<\/a> 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=\"\">Maryland employers must pay wages in cash, or by check convertible on demand, at face value, into cash. <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/direct-deposit-laws-by-state\/\">Direct deposit<\/a> and debit cards are permitted under certain circumstances.&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 <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">employer must set regular paydays<\/a> and may pay employees biweekly or semimonthly. Less frequent paydays are permitted for exempt employees.&nbsp;<\/p>\n\n\n\n<p class=\"\">If a payday falls on a nonworking day, such as a weekend or legal holiday, wages must be paid on the preceding workday.&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=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">Wage deductions<\/a> are only allowed in specific circumstances, including deductions:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Made under a court order (e.g., garnishments);&nbsp;<\/li>\n\n\n\n<li class=\"\">Authorized by the Maryland Division of Labor and Industry Commissioner because the employee has received full consideration for the deduction (e.g., long distance telephone calls on the employer&#8217;s business phone, personal loans or wage advances); and&nbsp;<\/li>\n\n\n\n<li class=\"\">Authorized under federal or state law; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Authorized in writing by the employee.&nbsp;<\/li>\n<\/ul>\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=\"\">For each pay period, an employer must give each employee a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">statement of his or her gross earnings and any deductions made<\/a>.&nbsp;<\/p>\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=\"\">Maryland 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=\"\">Maryland&#8217;s health care continuation coverage law requires that continuation coverage be offered to individuals who lose group coverage upon the occurrence of certain qualifying events such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Termination of employment;&nbsp;<\/li>\n\n\n\n<li class=\"\">Death of a covered employee; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Divorce.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Coverage generally may last up to 18 months.&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=\"\">Maryland 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-leaves-absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">Maryland 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\/#maryland-leave-laws\">time off and leaves of absence<\/a>.&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=\"\">Under the <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/fmla-maryland\/\">Maryland Flexible Leave Act (MFLA)<\/a>, an employer with 15 or more employees and that provides paid leave must allow an employee to use such earned paid leave to care for an immediate family member (child, spouse or parent) who is ill. The MFLA does not require that an illness be serious in order to qualify for coverage. Additionally, the MFLA does not extend or limit the maximum leave period allowed under the federal Family and Medical Leave Act.&nbsp;<\/p>\n\n\n\n<p class=\"\">Under the Parental Leave Act (PLA), an employer with 15 to 49 employees must allow eligible employees to take six workweeks of unpaid leave in any 12-month period for:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The birth of the employee&#8217;s child; and&nbsp;<\/li>\n\n\n\n<li class=\"\">The placement of a child with the employee for adoption or foster care.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employee is eligible if he or she requested parental leave and has worked:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">For the employer for at least 12 months;&nbsp;<\/li>\n\n\n\n<li class=\"\">For 1,250 hours during the previous 12 months; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Works at a worksite where at least 15 employees work within a 75-mile radius.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer may deny leave if the denial is necessary to prevent substantial and grievous economic injury to the employer&#8217;s operations, so long as the employer notifies the employee of the denial prior to the beginning of the leave.&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=\"\">The Maryland Healthy Working Families Act (MHWFA) requires an employer with 15 or more employees to provide <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/maryland-paid-sick-leave-guide\/\">paid sick and safe leave<\/a>, while an employer with fewer than 15 employees must provide unpaid sick and safe leave.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employee must work at least 12 hours per week to be eligible for leave. Sick and safe leave may be taken for the following reasons:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">To care for or treat the employee&#8217;s mental or physical illness, injury or condition;&nbsp;<\/li>\n\n\n\n<li class=\"\">To obtain preventive medical care for the employee or the employee&#8217;s family member;&nbsp;<\/li>\n\n\n\n<li class=\"\">To care for a family member with a mental or physical illness, injury or condition;&nbsp;<\/li>\n\n\n\n<li class=\"\">Maternity or paternity leave; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Reasons related to domestic violence, sexual assault or stalking committed against the employee or a family member.&nbsp;<\/li>\n<\/ul>\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 MFLA, PLA and MHWFA, a Maryland 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=\"\">Family military leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Bone marrow and organ donor leave;&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\/military-leave-reminders\/\">Military leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Civil Air Patrol 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>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Crime victim and witness leave; and&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/voting-leave-laws-by-state\/\">Voting leave<\/a>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">Maryland employers may be required to follow certain requirements with respect to employee health and safety. &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=\"\">Maryland operates its job safety and health programs under an approved state plan. Under the Maryland Occupational Safety and Health Act, an employer is required to provide and maintain a safe and healthful workplace for its employees. For example, an employer must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Maintain current lists of hazardous chemicals present on a job site;&nbsp;<\/li>\n\n\n\n<li class=\"\">Provide safety training in certain circumstances; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Take certain measures to assure safety for employees who perform work within 10 feet of a high voltage wire.&nbsp;<\/li>\n<\/ul>\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=\"\">A Maryland employer may <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">test applicants for drugs and alcohol<\/a>, as long as it follows certain procedures.&nbsp;<\/p>\n\n\n\n<p class=\"\">In the event of a positive test result following a preliminary screening procedure, an employer must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Send written notice to the applicant within 30 days of the positive test result;&nbsp;<\/li>\n\n\n\n<li class=\"\">Send a copy of the employer&#8217;s drug and alcohol policy;&nbsp;<\/li>\n\n\n\n<li class=\"\">Send written notice of any disciplinary action the employer intends to take; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Advise the applicant of the right to have the sample retested.&nbsp;<\/li>\n<\/ul>\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=\"\">Maryland requires all employers to ensure that there is no smoking in any indoor place of employment (e.g., restroom, conference room, cafeteria, hallway). The law requires signage to be posted at each entrance stating that smoking is not permitted.&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=\"\">In Maryland citizens are permitted to carry concealed weapons as long as they have a valid permit. However, Maryland does not have regulations that prevent employers from establishing policies forbidding <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/guns-in-parking-lots-laws-by-state\/\">weapons on company property<\/a>, including parking lots and grounds.<\/p>\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=\"\">Texting and using handheld phones while driving are prohibited.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">Maryland 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>. &nbsp;&nbsp;<\/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\/\">Terminated employees must be paid all wages due by the next regular payday<\/a>. An employer is not required to pay accrued leave to a terminated employee if certain policy and notification requirements are met.&nbsp;<\/p>\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=\"\">Covered Maryland employers must give 60 days&#8217; advance written notice of a reduction in their operations to affected employees and others.&nbsp;<\/p>\n\n\n\n<p class=\"\">The notification requirement applies to employers with at least 50 employees operating an industrial, commercial or business enterprise in Maryland for at least one year. Situations involving a reduction in operations that require advance notification include:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The relocation of a part of an employer&#8217;s operation from one workplace to another existing or proposed site; or&nbsp;<\/li>\n\n\n\n<li class=\"\">The shutting down of a workplace, or part of the operations of a workplace, that reduces the number of employees by at least 25 percent or 15 employees, whichever is greater, over any three-month period (as opposed to 33 percent or 50 employees under federal law).&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">An employer may not use a facial recognition service for the purpose of creating a facial template during an applicant&#8217;s employment interview unless the applicant provides consent.<\/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-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-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-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-leaves-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-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\" id=\"h-you-may-also-be-interested-in\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"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: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-compensation\/pay-equity\/reward-decisions-built-for-trust\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/03\/22091151\/Happy-coworkers-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\">Blogs<\/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\/total-rewards\/employee-compensation\/pay-equity\/reward-decisions-built-for-trust\/\">Are your reward decisions built to earn trust?<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Set pay ranges with confidence. Evaluate your approach to job architecture, range pricing, exceptions and pay transparency requirements.<\/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-strategy\/defending-your-pay-ranges\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2013\/04\/28065419\/compensation-planner-data-review-collaboration.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\">Blogs<\/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-strategy\/defending-your-pay-ranges\/\">Check your blind spot: Can you defend the pay ranges you publish?<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Test whether your compensation governance can withstand scrutiny. Identify weaknesses in pay disclosure, documentation and decision-making processes.<\/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\/illinois-passes-several-new-employment-laws\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/29034400\/team-meeting-office-open-plan-collaboration.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\/illinois-passes-several-new-employment-laws\/\">Illinois passes several new employment laws<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Illinois has passed several employment laws that take effect January 1, 2027, covering paid jury duty leave, disparate &#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 has-global-padding is-layout-constrained 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 Maryland 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-6764","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) - 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