Effective September 24, 2025, Maine employers are required to provide minimum compensation to employees who report to work but are sent home early or have their scheduled shifts canceled. This law is intended to provide greater financial stability for workers and applies only to private employers that meet specific size and operational thresholds.
Overview of the New Requirement
Under the new law, employers must pay employees who report to work at the employer’s request but are subsequently sent home or given reduced hours. Specifically, employers must pay the lesser of:
- Two (2) hours of pay at the employee’s regular hourly rate; or
- The total pay for the originally scheduled shift.
This requirement applies only when the employee reports to work and the employer makes a last-minute cancellation or adjustment.
Employer Coverage
The new requirements apply to employers who:
- Are private-sector employers (public employers are excluded),
- Employ at least 10 employees in the usual and regular course of business, and
- Employ workers for more than 120 days in a calendar year.
Seasonal employers, as defined under Maine law, are exempt from this provision.
Good Faith Notification Exception
Employers will not be required to provide this minimum compensation if:
- They make a documented good faith effort to notify the employee not to report to work, and
- The employee receives the notice before reporting.
If the employee does report to work despite the employer’s notification attempt or inability to notify, the employee must be assigned available duties, if the employee is physically able to perform them.
Exceptions to the Rule
This law does not apply in cases where the employee is unable to work or is not required to work due to:
- Adverse weather conditions
- Natural disasters or civil emergencies
- Illness or medical condition of the employee
- A workplace injury
Next Steps for Employers
To comply with the law, employers should take the following steps:
- Review Scheduling Policies: Evaluate current shift scheduling and cancellation procedures to determine compliance with the new minimum pay rule.
- Document Communications: Maintain written records of all scheduling notifications and cancellation attempts to ensure evidence of good faith efforts.
- Train Supervisors and Managers: Educate those responsible for scheduling on the new law and exceptions to the pay requirement.
- Update Employee Handbooks: Revise internal policies to reflect changes and communicate expectations to employees.
- Monitor DOL Guidance: Watch for any rules or guidance issued by the Maine Department of Labor related to the implementation of this law.
