2026年,美国工人通过新的工资、大赦国际和休假规则,获得了更有力的保护,加利福尼亚州和华府的最低工资和反歧视措施领先。 In 2026, U.S. workers gained stronger protections via new wage, AI, and leave rules, with California and D.C. leading with higher minimum wages and anti-discrimination measures.

2026年,美国雇主面临新的联邦和州劳动规则,包括扩大工资透明度、更严格的人工智能雇佣监督以及加强对工人的保护。 In 2026, U.S. employers face new federal and state labor rules, including expanded wage transparency, stricter AI hiring oversight, and enhanced protections for workers. 加利福尼亚州将最低工资提高到16.90美元,当地工资率较高,并引入了新的带薪休假、反歧视和薪酬公平要求,包括更广泛的工资等级定义和强制性的“了解你的权利”通知。 California raised its minimum wage to $16.90, with higher local rates, and introduced new paid leave, anti-discrimination, and pay equity requirements, including broader definitions of pay scale and mandatory “Know Your Rights” notices. 加利福尼亚的保健工作者获得了新的最低工资标准,雇主现在必须为独资业主和一位雇员提供CalSavers退休计划。 Healthcare workers in California received new minimum wage rates, and employers must now offer CalSavers retirement plans for sole proprietors with one employee. 华盛顿哥伦比亚特区将其最低工资提高到17.95美元,并禁止大多数非竞争协议,但严格限制允许的协议。 Washington, D.C., increased its minimum wage to $17.95 and banned most non-compete agreements, with strict limits on permitted ones. 联邦指南强调执行反对工作场所歧视和大赦国际偏见的规定,而加利福尼亚州和纽约州则要求对雇用算法进行偏见审计。 Federal guidance emphasized enforcement against workplace discrimination and AI bias, while states like California and New York require bias audits for hiring algorithms. 雇主必须遵守最新报告、张贴和记录保存规则,包括新的EEO-1人口类别和犯罪受害人扩大病假。 Employers must comply with updated reporting, posting, and record-keeping rules, including new EEO-1 demographic categories and expanded sick leave for crime victims.