Last updated on: December 29th, 2022
Hours & Pay Regulations
Annual Leaves are unpaid leave based on the agreement between employer and employee (FSLA).
Employers must pay employees at the federal minimum wage rate of $7.25 an hour. New Hampshire’s minimum wage is linked to the federal minimum wage and the state does not set its own minimum wage.
The above information on minimum wages might not be up to date & subject to change. Kindly access the DOL website for the current rates.
The New Hampshire Granite State Paid Family Leave Plan (NH PFML) also known as the Granite State Paid Family Leave Plan is effective January 1, 2023. The State provides voluntary opt-in paid family leave benefits to both public and private employees. Employers with more than 50 employees are eligible to opt for the insurance plan.
The leave provides covered employees with up to 60% of the average weekly wages for a maximum of 6 weeks per year, with no minimum duration required, plus a 7 calendar day period between the beginning of an injury or illness and receiving benefit payments from an insurer.
Employees may take continuous or intermittent leave with a minimum of 4-hour increments. The covered events include the birth or adoption of a child, care of a newly adopted child or foster child for the first year, care for an employee’s family member with serious health issues, military exigency, and an employee’s own serious health condition not caused due to employment.
The enrollment period for employers begins on December 1, 2022, and will remain open. For individual plans, the enrollment period begins on January 1, 2023, and will remain open through March 2, 2023.
There are no military leave requirements for private employers, but private employers are encouraged to grant employees the same leave as the state grants to public employees (up to 15 days of paid leave per year to attend drills, training, or other temporary duty). Employers must allow employees who are honorably discharged veterans of the U.S. armed forces to take unpaid leave on Veterans Day.
An employer shall permit a female employee to take leave of absence for the period of temporary physical disability resulting from pregnancy, childbirth, or related medical conditions. When the employee is physically able to return to work, her original job or a comparable position shall be made available to her by the employer unless business necessity makes this impossible or unreasonable.
An employer with 25 or more employees must allow an employee who is a victim of a crime to take unpaid leave so that the employee may attend court or other proceedings associated with the crime. An employee may choose to use accrued vacation, personal or sick leave time, or the employer may require the employee to do so. Employees are subject to notice and documentation requirements. An employer may only limit leave to the extent that an employee’s absence creates an undue hardship on the employer. Employers may not retaliate or discriminate against employees who exercise their right to take leave.
An employer may not terminate, threaten, or coerce an employee regarding his or her employment because the employee receives and responds to a summons, serves as a juror, or attends court for prospective jury service.
An employer must allow an employee who is a member of a fire department, rescue squad, or emergency medical services agency to take unpaid leave if called to service during a declared state of emergency. Employees may choose to use vacation or other accrued leave for the period of emergency service, but employers may not require employees to do so.