Hawaii Employment Law Deadlines & Compliance 2026

Establishes the statewide minimum wage with scheduled increases through 2028. Hawaii allows an employer to pay 85% of the minimum wage to employees under age 20 for the first 90 days of employment. The Hawaii Department of Labor and Industrial Relations (DLIR) enforces violations; employees may recover unpaid wages plus an equal amount in liquidated damages in civil court. Wage records must be maintained for six years.

Prohibits employment discrimination based on race, sex, age, religion, color, ancestry, disability, marital status, arrest and court record, sexual orientation, gender identity and expression, genetic information, and domestic or sexual violence victim status. Applies to employers with one or more employees — one of the broadest coverages in the nation. The Hawaii Civil Rights Commission (HCRC) investigates complaints; employees must file within 180 days of the discriminatory act. Remedies include reinstatement, back pay, and compensatory damages.

Requires all Hawaii employers with one or more employees to provide temporary disability insurance for non-work-related illnesses and injuries. Employers may obtain coverage through a private insurance carrier, an approved self-insured plan, or the state TDI plan. Benefits equal 58% of the employee's average weekly wage, up to a weekly maximum set annually by the DLIR, for up to 26 weeks per disability period. Employees contribute up to 0.5% of weekly wages toward the cost.

Requires employers with 100 or more employees to provide up to four weeks of unpaid family leave per year for the birth or adoption of a child or for the serious health condition of a child, spouse, reciprocal beneficiary, or parent. Unlike federal FMLA (which requires 50+ employees), HFLL's 100-employee threshold means smaller employers are exempt. Retaliation against employees for taking HFLL leave is prohibited; the DLIR investigates complaints.