Nebraska employment law compliance requirements

Employers who provide parental leave for biological parents must provide the same leave terms for adoptive parents upon the placement of an adoptive child. This requirement applies to the adoption of children under the age of eight, or older if the child has a physical or mental disability.

Neb. Rev. Stat. § 48-234 · effective Aug 1999 · source

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 reasonable accommodations for employees with health conditions related to pregnancy, childbirth, or related medical conditions, unless it causes undue hardship. Employers must also post a notice of these rights in a conspicuous place.

Neb. Rev. Stat. § 48-1107.02 · effective Aug 2015 · source

Employers with 15 or more employees must provide unpaid military family leave to employees who are the spouse or parent of a person called to active military service. Employers with 15 to 49 employees must provide up to 15 days of leave, while employers with 50 or more employees must provide up to 30 days of leave.

Neb. Rev. Stat. §§ 48-2901 to 48-2909 · effective May 2007 · source

Employers must display required state posters in a conspicuous place where employees can easily read them. These include posters for the Nebraska Minimum Wage, Unemployment Insurance, and the Fair Employment Practice Act.

Neb. Rev. Stat. § 48-1206; Neb. Rev. Stat. § 48-1121 · effective Jan 2015 · 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

Under the Nebraska Healthy Families and Workplaces Act (Initiative 436), effective October 1, 2025, employees accrue 1 hour of paid sick leave for every 30 hours worked, up to 40 or 56 hours per year depending on employer size.

Neb. Rev. Stat. § 48-1234 et seq. · effective Oct 2025 · source

Employers operating assembling plants, workshops, or mechanical establishments must provide employees with at least a 30-minute lunch period during each 8-hour shift.

Neb. Rev. Stat. § 48-212 · effective Jan 1919 · source

Employers with 15 or more employees must provide paid leave to an employee who seeks to undergo a medical procedure to donate bone marrow.

Neb. Rev. Stat. § 71-4820 · effective Jul 2002 · source

Employers must grant employees leave for jury service and pay them their regular wages, minus any jury service fees paid by the court, and are prohibited from discharging or penalizing them.

Neb. Rev. Stat. § 25-1640 · effective Jan 1985 · source

Employees are entitled to up to two hours of paid leave to vote if they do not have three consecutive non-working hours while polls are open, provided they apply before election day.

Neb. Rev. Stat. § 32-922 · effective Jan 1994 · source

Upon separation of employment, an employer must pay all unpaid wages to the employee on the next regular payday or within two weeks of the date of termination, whichever is sooner.

Neb. Rev. Stat. § 48-1230 · effective Jan 1977 · 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

Nebraska's minimum wage is scheduled to increase annually. Effective January 1, 2025, the minimum wage is $13.50 per hour, and it will increase to $15.00 per hour on January 1, 2026.

Neb. Rev. Stat. § 48-1203 · effective Jan 2025 · source

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

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

Group terminations must disclose job titles and ages of affected employees

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