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New Hampshire has enacted two new laws that will impact employer leave obligations and employee protections starting January 1, 2026. Here’s what’s new, when it takes effect, and what employers should do now to stay compliant with their leave of absence policies .
Effective January 1, 2026, two new laws impact employer leave policies in New Hampshire:
New Medical Appointment Leave (House Bill 2)
- Employers with 20+ New Hampshire employees must offer up to 25 hours unpaid, job-protected leave to employees.
- Leave may be used for medical appointments related to childbirth and postpartum care, as well as the employee’s child’s pediatric appointments in the first year after birth/adoption.
- Leave entitlement may be shared between parents working for the same employer.
- Employees may use accrued paid time off during this unpaid leave.
- Reasonable notice and documentation may be required.
New Family Military Leave (House Bill 225)
- This new law protects employees whose spouse is involuntarily mobilized for military service, prohibiting employers from discharging, refusing to hire, or taking adverse employment action against an employee because of their spouse’s involuntary military mobilization.
- Employees may take unpaid leave for the duration of their spouse’s military mobilization.
- Reinstatement to previous/equivalent role is required upon completion of the mobilization.
- Employees must notify their employer within 30 days of mobilization notice, and employers are required to provide written acknowledgment of this notice.
- After the mobilization ends, employees must promptly report back to work or apply for reemployment.
Employer action steps:
- Update employee handbooks and leave policies to reflect the new leave laws and new protections and processes.
- Train HR and leave administration staff on notice, documentation, reinstatement procedures, and other compliance requirements.
- Communicate the new entitlements, rights and obligations, and internal processes to employees.
How Alight supports employers
Alight Leave Solutions will update its leave administration services to reflect these recent legislative changes. This includes updates on paid and unpaid family and medical leave offerings, ensuring compliance with state-specific requirements, as well as training our internal teams on the changes.
Disclaimer
This article is for informational purposes only and does not constitute legal advice. Employers should consult legal counsel for guidance specific to their organization.
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