Governor Green’s Intent to Veto List and Other Legislative Updates

On June 26, 2026, Governor Green notified the legislature of his intent to veto four bills passed during this legislative session. The intent-to-veto list, along with the rationale for each veto, is available on Governor Green’s website. None of the bills tracked by Hawaii Employers Council are included on the intent-to-veto list, which means that the employment related bills that passed this legislative session were either enacted or will become law by July 15, 2026.

There are several notable bills that affect employers in Hawaii. These include, but are not limited to:

• HB1960 Relating to Human Trafficking. This will require transient accommodation employers and contractors to implement a human trafficking awareness policy by September 1, 2027, implement a human trafficking awareness training program by December 1, 2027, and post a human trafficking awareness sign by January 1, 2028. The Attorney General is tasked with developing the requirements to comply with this law by July 1, 2027.

• Act 042 (HB2576) Relating to Background Checks. Background check requirements for healthcare facilities are updated by Act 042. Some of the changes include revising the definition of a “direct patient access employee” and clarifying the definitions of a “fingerprint-based background check” and “name-based background check.” Act 042 took effect on July 1, 2026.

• Act 056 (SB2727) Relating to Discrimination. Individuals now have one year to file discrimination claims with the Hawaii Civil Rights Commission (HCRC). Prior to Act 056 taking effect, complainants had 180 days to file a complaint. Act 056 took effect on May 28, 2026.

• Act 013 (SB3082) Relating to Military Families. Employers subject to the Hawaii Family Leave Law (HFLL) must now provide HFLL leave for qualified military exigencies. For more information, please refer to our previous articles, HFLL Amended to Include Military Exigency Leave and Updated HFLL Resources Now Available.

• Act 131 (HB1509) Relating to Workers’ Compensation. Employers are now required to file a response to a treatment plan within 10 days of receipt or be subject to a $1,000 fine unless the Disability Compensation Division (DCD) finds “good cause” for the delay. In addition, employers must have “reasonable grounds” to deny a treatment plan. Act 131 took effect on July 1, 2026.

• Act 124 (HB1515) Relating to Workers’ Compensation. Functional capacity exams no longer require prior approval from employers. In addition, occupational and physical therapists can now perform functional capacity exams. Act 124 took effect on July 1, 2026.

• Act 159 (SB3255) Relating to Currency. Cash transactions can now be rounded to the nearest five cents. Act 159 took effect on July 1, 2026.

Employers are encouraged to review the various laws taking effect and determine if any processes or policies must be updated to remain in compliance.

Please note the information provided is for informational purposes only and may not reflect the most current regulatory developments. We strive to keep our materials up to date, but there may be occasions when information becomes outdated. Users are encouraged to verify the applicability of the content before relying on it for decision-making. If you have any questions or concerns regarding the accuracy or relevance of the information, please contact us directly for assistance.