{"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":"2025-10-21T21:04:18","modified_gmt":"2025-10-22T02:04:18","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><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\"><strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/a><\/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.<\/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 <a href=\"https:\/\/www.brightmine.com\/us\/solutions\/reduce-compliance-risk\/\">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-employee-relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Key Maryland requirements impacting EEO, diversity and employee relations are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices-md\">Fair employment practices<\/h3>\n\n\n\n<p class=\"\">The Maryland Fair Employment Practices Act (FEPA) prohibits employers with 15 or more employees from discriminating 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=\"\">Race, including hair texture and hairstyles typically associated with a particular race<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Religion<\/li>\n\n\n\n<li class=\"\">Sex<\/li>\n\n\n\n<li class=\"\">Sexual orientation<\/li>\n\n\n\n<li class=\"\">Gender identity<\/li>\n\n\n\n<li class=\"\">Age<\/li>\n\n\n\n<li class=\"\">National origin\/ancestry<\/li>\n\n\n\n<li class=\"\">Marital status<\/li>\n\n\n\n<li class=\"\">Disability unrelated to job performance<\/li>\n\n\n\n<li class=\"\">Genetic information<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Harassment is considered to be a form of discrimination under the FEPA.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay-md\">Equal pay<\/h3>\n\n\n\n<p class=\"\">Maryland&#8217;s Equal Pay for Equal Work law 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:<\/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<\/li>\n\n\n\n<li class=\"\">Jobs requiring different abilities, skills, duties or services<\/li>\n\n\n\n<li class=\"\">Work performed on different shifts or at different times of day<\/li>\n\n\n\n<li class=\"\">A system that measures performance based on quality or quantity of production<\/li>\n\n\n\n<li class=\"\">A bona fide factor other than sex or gender identity, including 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=\"\">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.<\/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<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation-md\">Pregnancy accommodation<\/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:<\/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<\/li>\n\n\n\n<li class=\"\">Changing the employee&#8217;s work hours<\/li>\n\n\n\n<li class=\"\">Relocating the employee&#8217;s work area<\/li>\n\n\n\n<li class=\"\">Providing mechanical or electrical aids<\/li>\n\n\n\n<li class=\"\">Transferring the employee to a less-hazardous or less-strenuous position<\/li>\n\n\n\n<li class=\"\">Providing a leave of absence<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring<\/h2>\n\n\n\n<p class=\"\">Key Maryland requirements impacting recruiting and hiring are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks-md\">Credit checks<\/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:<\/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<\/li>\n\n\n\n<li class=\"\">Whether to terminate an employee<\/li>\n\n\n\n<li class=\"\">The rate of pay or other conditions of employment to offer an employee<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-testing-md\">Drug testing<\/h3>\n\n\n\n<p class=\"\">A Maryland employer may test applicants for drugs and alcohol, as long as it follows certain procedures.<\/p>\n\n\n\n<p class=\"\">In the event of a positive test result following a preliminary screening procedure, an employer must:<\/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<\/li>\n\n\n\n<li class=\"\">Send a copy of the employer&#8217;s drug and alcohol policy<\/li>\n\n\n\n<li class=\"\">Send written notice of any disciplinary action the employer intends to take<\/li>\n\n\n\n<li class=\"\">Advise the applicant of the right to have the sample retested<\/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<h3 class=\"wp-block-heading\" id=\"salary-history-md\">Salary history inquiry restrictions<\/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.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key Maryland requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage-md\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">Maryland&#8217;s minimum wage is $15.00 per hour. A tip credit is available for employees who receive tips.<\/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<h3 class=\"wp-block-heading\" id=\"overtime-md\">Overtime<\/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 all hours worked in excess of 40 in a workweek.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor-md\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in Maryland 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=\"\">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.<\/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.<\/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:<\/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<\/li>\n\n\n\n<li class=\"\">Eight hours on any day when school is not in session<\/li>\n\n\n\n<li class=\"\">23 hours in any week when school is in session for five days<\/li>\n\n\n\n<li class=\"\">40 hours in any week when school is not in session<\/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-benefits\">Pay and benefits<\/h2>\n\n\n\n<p class=\"\">Key Maryland requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"payment-of-wages-md\">Payment of wages<\/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. Direct deposit and debit cards are permitted under certain circumstances.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-md\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">An employer must set regular paydays and may pay employees biweekly or semimonthly. Less frequent paydays are permitted for exempt employees.<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements-md\">Pay statements<\/h3>\n\n\n\n<p class=\"\">For each pay period, an employer must give each employee a statement of his or her gross earnings and any deductions made.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-notices-md\">Wage notices<\/h3>\n\n\n\n<p class=\"\">When an employee is hired, the employer must provide the employee with a notice of his or her pay rate, the regular paydays as set by the employer and any leave benefits to which the employee is entitled (e.g., vacation time). A notice must also be provided whenever an employee&#8217;s pay rate or payday changes, at least one pay period in advance of the change.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-deductions-md\">Wage Deductions<\/h3>\n\n\n\n<p class=\"\">Wage deductions are only allowed in specific circumstances, including deductions:<\/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)<\/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)<\/li>\n\n\n\n<li class=\"\">Authorized under federal or state law<\/li>\n\n\n\n<li class=\"\">Authorized in writing by the employee<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Health care continuation<\/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:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Termination of employment<\/li>\n\n\n\n<li class=\"\">Death of a covered employee<\/li>\n\n\n\n<li class=\"\">Divorce<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Coverage generally may last up to 18 months.<\/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-leaves-absence\">Time off and leaves of absence<\/h2>\n\n\n\n<p class=\"\">Key Maryland requirements impacting time off and leaves of absence are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave-md\">Family and medical leave<\/h3>\n\n\n\n<p class=\"\">Under the Maryland Flexible Leave Act (MFLA), 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.<\/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:<\/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<\/li>\n\n\n\n<li class=\"\">The placement of a child with the employee for adoption or foster care<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employee is eligible if he or she requested parental leave and has worked:<\/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;<\/li>\n\n\n\n<li class=\"\">For 1,250 hours during the previous 12 months; and<\/li>\n\n\n\n<li class=\"\">Works at a worksite where at least 15 employees work within a 75-mile radius.<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-family-and-medical-leave-md\">Paid sick leave<\/h3>\n\n\n\n<p class=\"\">The Maryland Healthy Working Families Act (MHWFA) requires an employer with 15 or more employees to provide&nbsp;<em>paid<\/em>&nbsp;sick and safe leave, while an employer with fewer than 15 employees must provide&nbsp;<em>unpaid<\/em>&nbsp;sick and safe leave.<\/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:<\/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<\/li>\n\n\n\n<li class=\"\">To obtain preventive medical care for the employee or the employee&#8217;s family member<\/li>\n\n\n\n<li class=\"\">To care for a family member with a mental or physical illness, injury or condition<\/li>\n\n\n\n<li class=\"\">Maternity or paternity leave<\/li>\n\n\n\n<li class=\"\">Reasons related to domestic violence, sexual assault or stalking committed against the employee or a family member<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Other time off requirements affecting Maryland employers<\/h3>\n\n\n\n<p class=\"\">In addition to the MFLA, PLA and MHWFA, a Maryland employer is also required to comply with other leave and time off laws, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Family military leave (covering employers with 50 or more employees)<\/li>\n\n\n\n<li class=\"\">Bone marrow and organ donor leave (covering employers with 15 or more employees)<\/li>\n\n\n\n<li class=\"\">Emergency responder leave<\/li>\n\n\n\n<li class=\"\">Military leave<\/li>\n\n\n\n<li class=\"\">Civil Air Patrol leave (covering employers with 15 or more employees)<\/li>\n\n\n\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Crime victim and witness leave<\/li>\n\n\n\n<li class=\"\">Voting leave<\/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-safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key Maryland requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health-md\">Occupational safety and health<\/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 do all of the following:<\/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<\/li>\n\n\n\n<li class=\"\">Provide safety training in certain circumstances<\/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<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Smoke-free workplace<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices-md\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Texting and using handheld phones while driving are prohibited.<\/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=\"organizational-exit\">Organizational exit<\/h2>\n\n\n\n<p class=\"\">Key Maryland requirements impacting organizational exit are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay-md\">Final pay<\/h3>\n\n\n\n<p class=\"\">Terminated employees must be paid all wages due by the next regular payday. An employer is not required to pay accrued leave to a terminated employee if certain policy and notification requirements are met.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoff-md\">Mass layoff notifications<\/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.<\/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.&nbsp;Situations involving a reduction in operations that require advance notification include:<\/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<\/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)<\/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<\/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-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-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<\/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 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\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 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-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\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/22230217\/Employee-coaching-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\">Charts<\/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: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\">Vacation and paid time off benefits by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Stay compliant with state PTO regulations using this guide detailing whether jurisdictions allow vacation caps or require payout &#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\/labor-relations\/maryland-enacts-new-labor-friendly-laws\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/04\/25093512\/Strawberry-harvest-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: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/labor-relations\/maryland-enacts-new-labor-friendly-laws\/\">Maryland enacts new labor\u2011friendly laws<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This article explains two new Maryland laws that expand protections for employees related to workplace meetings on religious &#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\/pay-transparency\/pay-transparency-compliance-for-multistate-employers\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/06102043\/smiling-female-hr-professional.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: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/pay-transparency-compliance-for-multistate-employers\/\">Pay transparency laws: Navigating compliance for multistate employers<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how multistate employers can navigate U.S. pay transparency laws, avoid penalties, and build compliant job postings across &#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","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":"wp-custom-template-updateable-resources","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"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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