Esheria Regulatory Atlas
Employer duties, worker rights, contracts, workplace standards, and labour relations. These records come from release legal-2026.07.26-907 and link directly to stored legal text.
433 matching statutes
United States — New Hampshire
1 provisions
An employer may not require an employee or job applicant to pay for a medical exam or required records as a condition of employment.
United States — New Hampshire
1 provisions
The commissioner may investigate employee wages, inspect an employer’s workplace records, and require written wage statements from the employer.
United States — New Hampshire
1 provisions
An employer must let a crime victim employee leave work for court or related proceedings, and the employer must not fire the employee for using that right.
United States — New Hampshire
1 provisions
Employers must pay departing employees’ wages on specific deadlines, and may owe liquidated damages for willful nonpayment.
United States — New Hampshire
1 provisions
Each employer other than the state must be assessed retirement contribution percentages, and its disbursing officer must pay the assessed amount as prescribed by the board of trustees.
United States — New Hampshire
1 provisions
An employer must not refuse to hire, fire, demote, suspend, or otherwise discriminate or retaliate against a worker because the person is a victim of domestic violence, harassment, sexual assault, or stalking.
United States — New Hampshire
1 provisions
This section defines terms like employer, employee, wages, salaried employee, draw against commission, payroll card, and payroll card account.
United States — New Hampshire
1 provisions
An employer may not require employees or job applicants to stop using tobacco products outside work as a condition of employment, if the employee follows workplace policy.
United States — New Hampshire
1 provisions
If an employee reports to work at the employer’s request, the employer must pay at least 2 hours at the employee’s regular rate.
United States — New Hampshire
1 provisions
Public employers must give hiring preference to qualified veterans in covered public jobs, especially when candidates are equally qualified.
United States — New Hampshire
1 provisions
Employers with 20 or more employees may not deny up to 25 hours of leave for certain childbirth, postpartum, or infant pediatric medical appointments, and the leave rules include notice, scheduling, pay, and job-restoration provisions.
United States — New Hampshire
1 provisions
A report of the inspection must be filed with the commissioner, and a copy must be given to the employer.
United States — New Hampshire
1 provisions
An employer may limit leave under this subdivision if the employee's leave creates an undue hardship for the business.
United States — New Hampshire
1 provisions
This section defines key terms used in the subdivision, including employee, employer, expression of milk, reasonable break period, and undue hardship.
United States — New Hampshire
1 provisions
A qualifying small employer may set up and run a premium-only cafeteria plan, and eligible employees may buy small-group coverage through payroll deduction. The employer is not required to pay toward that coverage.
United States — New Hampshire
1 provisions
A licensed health care provider facility must, in good faith, give employment information about a health care worker’s misconduct and competency when a prospective or current employer asks.
United States — New Hampshire
1 provisions
Certain employers must restore eligible employees after leave, keep health insurance in place during leave, and must not retaliate for using wage replacement benefits.
United States — New Hampshire
1 provisions
No person may tamper with safety devices, safeguards, or employee protection methods used in an employment setting.
United States — New Hampshire
1 provisions
Employers must pay wages on time, usually weekly or biweekly, and must follow special rules for payroll cards, fund contributions, and public-sector compensatory time.
United States — New Hampshire
1 provisions
Employers can be exempt from RSA 275:67 if the employer and employee make a written agreement without coercion and submit it to the labor commissioner.