Most of Virginia’s 2026 business law package takes effect today. Here is a consolidated action checklist organized by business profile.
Why it matters: Many of these items are modest updates that take an hour. A few are larger projects. The cost of skipping them ranges from civil penalties to private lawsuits.
Every Virginia employer — start here
These changes affect you regardless of industry or size.
- Update job postings. Every active posting (public and internal) needs a wage or salary range. Update your template so future postings cannot go live without one. Remove salary history fields from application forms. (See Article 2.)
- Train hiring managers and HR. Pay history questions are prohibited. Document your good-faith range methodology.
- Audit non-compete agreements. Any new or renewed non-compete after today must disclose severance terms upfront if you want the agreement enforceable against an employee discharged without cause.
- Add a one-line policy for voluntary emergency responders. Train supervisors who handle attendance issues.
- Plan for the wage payment exposure. Audit independent contractor classifications and overtime practices. The financial penalties for misclassification and wage violations now extend triple damages for knowing violations.
If you have 5 to 14 employees — the VHRA expansion deserves a closer look
The Virginia Human Rights Act statute of limitations is now two years (up from 300 days), and many small-employer exemptions are gone. If you previously assumed the VHRA did not apply to your business, that assumption is no longer safe.
- Review your employee handbook. Update EEO and anti-harassment language to reflect VHRA coverage.
- Establish a documented complaint procedure if you do not have one.
- Provide basic EEO training for managers and supervisors. Documented training is your best defense against future claims.
- Consult employment counsel on any pending or recent personnel decisions that could be revisited under the longer statute of limitations.
- If you don’t already offer a retirement plan, watch for a RetirePath Virginia registration notice this summer. Either enroll in the state program or establish your own qualified plan and certify an exemption. Penalty for non-compliance: up to $200 per eligible employee annually.
If you operate a restaurant or food service
- Calculate which food-to-beverage tier you fall into based on the last 12 months of food revenue. Adjust operations accordingly.
- Post the food allergy notice in a conspicuous location (watch for the official Department of Health version) and add the required language to menus.
- Implement an allergen marker system for delivery and carryout food that has been altered or substituted.
- Add celiac awareness to your training program.
- If you sell tobacco or vape products: Watch for the ABC permit application process. Update age verification and train staff. Phased implementation begins October 1, 2026.
If you sell consumer products to the public
- Review gift card display security and document procedures for reporting suspected fraud.
- Audit auto-renewal and continuous service offers. Confirm that shipping invoices include amount charged, return information, and cancellation instructions — or that this information is provided through a documented electronic confirmation process.
- Update privacy policies if your business or any service provider processes precise geolocation data — that data may not be sold in Virginia.
- If you sell cosmetics: Confirm that products manufactured or sold after today comply with the new ingredient restrictions. Existing inventory is grandfathered.
- If you sell plant-based meat or poultry alternatives: Confirm labeling includes the required qualifying term.
- If you handle cash: Decide on your penny rounding approach and configure your POS accordingly. Department of Taxation guidance is due November 1.
If you use AI or generative tools in marketing
- Update marketing approval workflows to require documented authorization for any AI-generated content depicting an identifiable person’s voice or likeness.
If you operate commercial real estate or have significant energy use
- Track utility rate proceedings in light of the new low-income efficiency programs and emissions trading framework.
- If your facility has peak demand over 5 megawatts: Evaluate licensed retail supplier options under the new HB 921 access provisions.
- Watch your locality’s comprehensive plan review process for environmental justice strategy adoption.
Looking ahead — items not requiring action today but on the runway
- Paid sick leave statewide — phased in by employer size: 50+ employees on July 1, 2027; 25+ employees on January 1, 2028; all employers on January 1, 2029. Inventory existing PTO policies; if they already provide 40 hours of qualifying paid leave, you may already be compliant.
- Paid family and medical leave — premiums and benefits begin April 1, 2028. Coordinate with payroll provider and STD carrier; budget for the employer premium. (See Article 4.)
- Minimum wage — $13.75 on January 1, 2027; $15.00 on January 1, 2028. Build into payroll budgets.
- Affordable housing zoning authority (HB 867) — effective July 1, 2027.
- Solar canopies in parking areas (SB 26) — effective July 1, 2027.
- Tobacco and vape ABC permitting — phased beginning October 1, 2026.
The bottom line: Most members will have completed five to ten of these items by close of business today. A few will need to schedule follow-up conversations with employment counsel, payroll providers, or local ABC representatives. The compliance picture is manageable if approached methodically.
This concludes our eight-part series on the 2026 Virginia General Assembly. The full series and our consolidated bill tracker remain available on the InUnison and VRF websites.
This communication is provided for general informational purposes only and does not constitute legal advice. Statutory citations and effective dates reflect the bills as enacted by the 2026 Virginia General Assembly. Member businesses should consult qualified legal counsel for guidance on specific compliance obligations applicable to their circumstances.