Maryland employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers with 15 or more employees must provide paid sick and safe leave, while smaller employers must provide unpaid sick and safe leave, accruing at 1 hour for every 30 hours worked.

Md. Code Ann., Lab. & Empl. § 3-1301 et seq. · effective Feb 2018 · source

Employers with 50 or more employees must provide 60 days' advance written notice before a relocation or reduction in operations.

Md. Code Ann., Lab. & Empl. § 11-301 et seq. · effective Jul 2021 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Employers must pay terminated employees all earned wages on or before the regular payday on which they would have been paid if employment had not ended.

Md. Code Ann., Lab. & Empl. § 3-505 · effective Oct 2017 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Maryland state minimum wage

Md. Lab. & Empl. Code § 3-413 · effective Jan 2024

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Certain retail employers must provide non-work breaks to employees based on the length of their shifts.

Md. Code Ann., Lab. & Empl. § 3-710 · effective Mar 2010 · source

Employers must provide minor employees (under 18) with a non-work break of at least 30 minutes for every 5 consecutive hours of work.

Md. Code Ann., Lab. & Empl. § 3-210 · effective Oct 2014 · source

Non-compete agreements are null and void for employees earning equal to or less than 150% of the state minimum wage.

Md. Code Ann., Lab. & Empl. § 3-716 · effective Jul 2024 · source

Employers must disclose the wage range, a general description of benefits, and other compensation in all public and internal job postings.

Md. Code Ann., Lab. & Empl. § 3-304.2 · effective Oct 2024 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Employers with 15 or more employees are prohibited from inquiring into an applicant's criminal history before the first in-person interview.

Md. Code Ann., Lab. & Empl. § 3-1501 et seq. · effective Feb 2020 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990