Maine Workplace Compliance
News & Resources
Business in Maine comes with its own set of demands. From busy coastal industries and shipping hubs to forestry operations, manufacturing facilities, and small businesses in rural communities, employers across the state need to be prepared for changing conditions and evolving workplace challenges. To succeed in the Pine Tree State, businesses need resilience, adaptability, and a strong focus on employee safety and compliance.
That focus includes keeping up with Maine’s workforce laws and regulations. The state maintains strong standards around workplace safety, employee protections, paid leave, harassment prevention, and wage and hour requirements. For employers, failing to comply can lead to fines, legal disputes, and operational setbacks. Learn what you need to know to protect your employees and stay compliant with Maine law.
Stay on top of safety and compliance the right way with this Maine-specific information, but be sure to seek legal counsel when evaluating how these regulations may directly impact your business. Wherever available, KPA products are updated with the latest government notices and posters for employers.
Maine HR News
Who: Maine employers with 10 or more employees
When: Effective July 29, 2026
Maine Governor Janet Mills signed LD 54 on April 24, 2026, making Maine the latest state to require employers to disclose pay ranges and maintain employee compensation records. The law takes effect July 29, 2026.
The law applies differently depending on employer size. Notably, the statute does not specify whether the 10-employee threshold applies only to employees in Maine or to the employer’s total workforce company-wide. This ambiguity will likely require further clarification.
Job Posting Requirements (Employers with 10 or More Employees)
Employers with 10 or more employees must include a pay range in all job postings, whether those postings are made electronically or in print, and whether the employer posts them or goes through a third party such as a recruiting firm. The only exception is for positions compensated solely on a commission basis; for those roles, the posting must indicate that compensation is commission-based.
A “range of pay” is defined as the range an employer anticipates relying on when setting wages for the position. This definition encompasses any of the following: an applicable pay scale; a previously established wage range for the role; the actual range of wages paid to those currently holding equivalent positions; or the budgeted amount for the position.
Employee Request and Recordkeeping Requirements (All Employers)
Regardless of size, all Maine employers must disclose the pay range for a position to any current employee who requests it. Employers must also maintain a record of each position held by every employee, along with that employee’s pay history in each role, for the duration of the employment relationship and for three years following the termination of employment.
The law provides immediate funding for a new Maine Department of Labor inspector position specifically dedicated to enforcing the pay range disclosure and recordkeeping requirements, signaling that Maine intends to enforce these obligations actively.
How:
- Audit all current job postings—both internal and external—to ensure that they include a defined pay range, in addition to performing periodic reviews of all job postings.
- If your organization works with recruiting agencies or third-party job boards, confirm that they are aware of the requirement and will comply on your behalf.
- Implement a recordkeeping system that captures each employee’s job title history and pay rate at each level and ensures you are preserving that information for at least three years following an employee’s departure.
- Consult legal counsel to assess how the 10-employee threshold applies to your specific workforce—particularly if you have employees both inside and outside Maine—and develop a compliance plan tailored to your organization to ensure compliance with the new law.
Additional Resources:
Who: Maine employers
When: Effective immediately
Employees became eligible for benefits pursuant to Maine’s Paid Family and Medical Leave (PFML) program on May 1, 2026. Employers must either participate in the state-run program or offer a private plan with equal benefits. The PFML program offers up to 12 weeks of leave in a 12-month period. Covered employees can take leave continuously or intermittently.
Employees can apply for leave for the following reasons:
- Bonding with a new child;
- Caring for a family member with a serious condition;
- Managing the employee’s own serious health condition;
- Addressing certain military-related family needs; and
- Seeking safety related to abuse or violence.
While an employee is on PFML, employers must continue to provide health insurance, accrue PTO or other time-off benefits, and allow employees to continue earning bonuses and pursuing advancement opportunities.
Employers can’t require employees to use all of their paid vacation or sick days before taking Paid Family and Medical Leave. Benefits can run concurrently with unpaid leave under the federal Family and Medical Leave Act (FMLA). Employers must restore an employee to their position or an equivalent position when they return from leave, as long as the employee has been employed for at least 120 days.
How:
- Register your business on the Maine Paid Leave Portal.
- Review your policies related to leave, payroll, and benefits to ensure they comply with the law.
- Train HR personnel and managers on the law and its requirements.
- Post the Maine Paid Leave Poster in the workplace.
- Provide written notice of the Maine Paid Leave to employees upon hire.
Additional Resources:
Paid Family and Medical Leave Poster
Paid Family and Medical Leave Frequently Asked Questions
