New Hampshire employees will ring in the new year with several new workplace protections and leave rights – and employers should be ready to comply. Starting January 1, new laws will go into effect broadening protections for military families, establishing unpaid newborn leave entitlements, and expanding veteran hiring preference practices. Employers should review and update handbooks, policies, and internal procedures now to stay ahead of the game. Here’s what you need to know about these new rules and how to prepare.

Unpaid Childbirth-Related Leave (HB 2)

New Hampshire has introduced a new category of unpaid, job-protected childbirth and pediatric appointment leave for employers with 20 or more employees. Compared to job-protected leave requirements under the FMLA, this law applies to smaller businesses and does not have a minimum service requirement. HB2 allows employees to take up to 25 hours of unpaid leave within the first year following a child’s birth or adoption to attend medical appointments related to childbirth or postpartum care or for the care of their new child.

Employers should keep in mind that:

• Staff may tap into their accrued vacation or other paid leave when employers do not cover NH’s new childbirth-related leave.
• When both parents work for the same employer, the 25-hour entitlement is split between them.
• You may require reasonable advance notice, expect employees to schedule appointments to minimize disruption, and request documentation verifying...

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