Michigan’s 102nd legislative session is scheduled to end January 8, 2025. However, the House seems to have adjourned for the year and there are just a couple more days that the Senate is scheduled to be in session.
In the upcoming 103rd legislative session, the Democrats will lose control of the Michigan legislature and a more employer friendly Republican party will take control of the House. With the close of this legislative session, many anti-employer bills will die.
What Happened?
With just a few days left in this session, there are some employer bills that still may be acted upon.
Employment legislation that has passed and is awaiting the Governor’s signature:
SB 40, 962, 975, 976 & 981 - Unemployment Benefits – Increases the number of benefit weeks from 20 to 26 weeks, increase the maximum weekly benefit up to $614 ($446 in 2025, $530 in 2026 and $614 in 2027) as well as changes to the UIA processes for applications and exemptions.
Employment legislation still pending in the final days:
SB 1173 – Minimum Wage and Benefits – This bill will allow local governments to implement a variety of new wage and labor mandates that would create a patchwork of different wage or benefit requirements throughout the state.
HB 6295 – Workers' Compensation – Expands benefits eligibility.
HB 6056 – Minimum Wage – Would modify Michigan’s minimum wage that will go into effect 2/21/2025.
HB 6057 – Earned Sick Time Act – Modifies ESTA law that will take effect 2/21/2025.
Employment legislation that will NOT go further:
SB 1079 & 1080 - Workers' Compensation – These bills would have made significant changes to workers' compensation system.
SB 332 & 333 – Paid Family Leave – Would have set up paid family leave in Michigan. This would have been paid by employer and employee taxes.
HB 4390 – Independent Contractor – Would have implemented a California “ABC Test” for contractors in Michigan.
HB 4399 – Non-compete Agreements – Prohibits employers from requiring employees to enter into certain non-compete agreements unless certain conditions are met.
HB 4402, 4403, 4406 – Wage and Fringe Benefits and Wages – Enacts sentencing guidelines, increases penalty, and increases sanctions for violation wage and fringe benefits violations and forced employers to reveal wage information and historical data to employees.
HB 4405 – Wage Deductions - Revises notice period for certain deductions related to garnishment from wages without written consent of employee.
HB 5461 – Mandatory Automatic IRA Program – This bill proposed forcing all employers who do not offer a retirement savings plan to facilitate a new state administered IRA program.
HB 5618 – Fair Employment Practices – Bill that would have prohibited employers from seeking or asking about job applicant’s compensation history
HB 5619 - Fair Employment Practices – This would have required employers create written job descriptions and provide them to job applicants and certain employees.
HB 5620 – Fair Employment Practices – Established sanctions for failing to disclose written job descriptions.
HB 5621 – Wage Discrimination – Allows for anonymous reporting of wage discrimination.
HB 5623 – Fair Employment Practices – Requires employers post certain employment discrimination information.
HB5624 – Employment Discrimination – Prohibits employer from basing employee wage rate on certain protected attributes and characteristics.
HB 5625 – Wage Discrimination – Modifies provision regarding wage discrimination based on sex and increase fines.
HB 5627 – Employment Discrimination – Increase damages for unequal pay.
HB 6238 – Discrimination – Prohibits employer discrimination against employees who are victims of certain crimes.
Keep in mind that many of these bills will most likely be re-introduced in the next legislative session. But now because the GOP controls the House, unless there is some good bipartisan wheeling and dealing, most of those anti-employer employment bills will not be made into law through the next two-year session.
If the Senate acts on the Minimum Wage and Earned Sick Time law amendments, ASE will report on that in short order.
Sources: GONGWER Reports – 12/10/2024 – 12/17/2024
SBAM Newsletter. What Small Business Owners Need to Know: Lame Duck Update 12/16/2024