September 2026 HR & Employment Law Updates: What Employers Should Know

September is a relatively quiet month for employment law changes, but there are still several updates employers should have on their radar.

From immigration-related changes to minimum wage increases and workplace violence prevention requirements, here are some of the key developments taking effect this month.

Federal: Changes to F-1, J-1 and I Nonimmigrant Admission Periods

Beginning September 15, new federal rules change the admission framework for many F-1 students, J-1 exchange visitors and I foreign media representatives from “duration of status” to fixed admission periods.

Employers with employees working through programs such as OPT or STEM OPT should pay closer attention to admission periods, employment authorization timelines and extension requirements.

San Francisco: Minimum Compensation Rate Increase

Effective September 1, San Francisco's Minimum Compensation Ordinance rate for covered public-entity contractors and lessees increases to $25.00 per hour.

This isn't a general San Francisco minimum wage increase. Businesses contracting or leasing with the City should determine whether the ordinance applies to their employees and review compensation accordingly.

Florida: Minimum Wage Increases to $15.00

Florida's statewide minimum wage increases to $15.00 per hour effective September 30, 2026.

The cash wage for tipped employees also increases to $11.98 per hour when the maximum $3.02 tip credit applies.

Employers with Florida employees should review wage rates and payroll systems before the change takes effect.

New York: Workplace Violence Prevention for Healthcare Employers

Beginning September 18, covered New York healthcare facilities—including general hospitals and nursing homes—must comply with new workplace violence prevention requirements.

Covered employers should review requirements involving workplace violence prevention programs, safety and security assessments, policies, and measures designed to reduce workplace violence risks.

Other September Updates

Several additional changes are more industry- or sector-specific. Hawaii has an administrative change related to its Hoisting Machine Operators Advisory Board; Oregon has new immigration-enforcement notification requirements affecting public educational institutions; Texas has public-education compensation changes; and Washington has public retirement contribution changes and an administrative milestone involving employer resources under its Immigrant Worker Protection Act.  

What Should Employers Do This Month?

For most small businesses, September doesn't require a major HR overhaul. But employers should check whether any of these changes affect their workforce or locations.

In particular, review:

• Employees working under affected immigration programs

• Florida employee wage rates

• San Francisco city contracts or leases that may trigger the Minimum Compensation Ordinance

• New York healthcare workplace violence requirements

• Multi-state operations that may be affected by state-specific changes

The original update did not identify a new California statewide employment-law change taking effect during September 2026, although the San Francisco local compensation change is important for covered employers.

Staying Ahead of HR Compliance

Employment laws don't all change on January 1. New requirements can take effect throughout the year, which is why employers should periodically review their policies, payroll practices, employee documentation and HR procedures.

L.A. Confidential HR Solutions helps small and growing businesses navigate HR compliance without having to build a full internal HR department.

Need help figuring out whether an employment-law change affects your business? Contact us for HR support.

This article is provided for general informational purposes and is not legal advice.