Under the Dome: Advocacy in Action

The 2024 Session Begins


Welcome to the 2026 Subscription of Advocacy in Action. The legislature will begin its session Tuesday, January 6th. Bills are currently being filed and we expect hearings to slowly begin in the upcoming weeks.


Key dates for 2026 include the following:

Governor McKee’s State of the State Address – January 13, 2026

Governor McKee’s Budget Release – January 15, 2026

Last day for Senate public bill introduction – To Be Announced (usually prior to Winter recess)

Last day for House public bill introduction – To Be Announced (usually prior to Winter recess)

Winter Recess – February 16-20, 2026

Spring Recess – April 20-24, 2026



New Laws Now in Effect


Several new laws went into effect as of January 1, 2026.


Minimum Wage


Starting January 1, 2026, the minimum wage increased to $16.00 per hour. For businesses permitted to pay a tipped wage (currently $3.89 per hour), employers are required to pay the tip wage plus any amount needed to bring the employee’s wage to $16.00 per hour.


Rhode Island employees are entitled to one and a half (1 ½) times the minimum wage ($24.00) for overtime hours - considered over forty (40) hours in any given week. Exemptions to the overtime rule can be found at: https://webserver.rilegislature.gov//Statutes/TITLE28/28-12/28-12-4.3.htm


Hourly employees are also entitled to one and a half (1 ½) times their hourly wage for hours worked during Sundays and Holidays even if it is a part of the employee’s normal forty (40) hour work week. A minimum wage employee working on a Sunday is therefore entitled to an hourly wage of $24.00. A few exemptions to this rule exist and can be found at: https://webserver.rilegislature.gov/Statutes/TITLE25/25-3/25-3-3.htm


The minimum wage is set to increase again January 1, 2027 to $17.00 per hour.



Payment of Wages Notices


Beginning January 1, 2026, employers are required to provide all new hires with a

written notice (in English) containing the following information:


(1) The rate or rates of pay and basis thereof, including whether the employee is to be paid by the hour, shift, day, week, salary, piece, commission, or other method, and the specific application of any additional rates;

(2) Allowances, if any, claimed, pursuant to permitted meals and lodging;

(3) Employer's policy on sick, vacation, personal leave, holidays and hours;

(4) The employee's employment status and whether the employee is exempt from minimum wage and/or overtime;

(5) A list of deductions that may be made from the employee's pay;

(6) The number of days in the pay period, the regularly scheduled payday, and the payday on which the employee will receive the first payment of wages earned;


Any employer who fails to comply can be assessed a $400 fine for the first or second offense. Subsequent offenses are subject to fines of $400 and possible imprisonment.



Temporary Caregiver Insurance


Beginning January 1, 2026, Rhode Island’s Temporary Caregiver Insurance (TCI)

benefits will increase from seven (7) weeks to eight (8) weeks. It also raises dependent

allowances under the state’s Temporary Disability Insurance (TDI) program from

$10 to $20 or 7% of the benefit rate per dependent, whichever is greater. The law

maintains existing provisions ensuring job protection and health benefits during

caregiver leave. Employees must still provide written notice before taking leave

unless circumstances are unforeseeable.


Another new benefit was also added to TCI January 1, 2026. Employees may use TCI to cover time needed to participate as a bone marrow transplant donor or as a living organ donor. In the event the individual is participating as a bone marrow transplant donor or a living organ donor, benefits cover time needed for any procedures, medical tests, and surgeries related to the donation, including no more than five (5) business days of recovery from a bone marrow transplant or no more than thirty (30) business days’ recovery from a living organ donor transplant.


Workplace Accommodations for Menopause


On June 24, 2025, a bill was signed into law expanding the fair employment practices law to include menopause and menopause related conditions. Rhode Island employers must now participate in good-faith efforts to provide reasonable accommodations for employees whose

menopause symptoms affect their work, even if the employee is not considered

disabled. The law references “Vasomotor symptoms” (VMS) which include symptoms such as hot flashes and night sweats, characterized by sudden intense heat, flushing, sweating, and subsequent chills. Employers must also post and distribute notices informing workers of these

rights to accommodations and freedom from menopause-related discrimination.

Written notices should have been given to new hires and current employees October 22, 2025,

as well as to any employee who now reports menopause-related conditions within 10 days of such notice.


RI Savers Retirement Program


In June, 2024, a bill was signed into law requiring private employers to participate in the Rhode Island Secure Choice Retirement Savings Program (RISavers) unless they already offer a qualifying retirement program to employees. The first phase of the program became effective October 21, 2025. As of October 15, 2026, businesses that employ 100 or more are required to register for the RISavers program if they do not already offer a tax-qualified retirement plan

to employees. Effective October 15, 2027 this requirement expands to employers with

50 or more employees. October 15, 2028, the requirement applies to employers with 5 or more employees. Further information can be found at: https://treasury.ri.gov/press-releases/important-information-regarding-risavers-program



Hotel Tax Increase


Effective January 1, 2026, Rhode Island’s local hotel tax rate increased from 1% to 2%.