🇺🇸 North Dakota Paid Leave — 2026 UPDATE

North Dakota Paid Leave Laws: Sick Leave, Family Leave & FMLA (2026)

⚠️Informational only — not legal or tax advice.

Last Updated: March, 2026
Last Reviewed: March, 2026
Applicable Period: 2026
Jurisdiction: State of North Dakota, United States      
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

How long is maternity leave in North Dakota How long is paternity leave in North Dakota

Table of Contents

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Introduction

North Dakota does not require private employers to provide paid or unpaid sick leave under state law, and the state does not operate a paid family and medical leave program. At the federal level, the Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons. The North Dakota Department of Labor and Human Rights (https://www.nd.gov/labor/) enforces wage and hour statutes and can direct workers and employers to applicable federal resources. This page compiles current requirements from the North Dakota Department of Labor and Human Rights and the U.S. Department of Labor. For a broader overview of employment protections in North Dakota.

Quick Reference — North Dakota Paid Leave Snapshot

North Dakota Paid Leave Snapshot
Category Status
Mandatory Paid Sick Leave No state mandate for private employers
Governing Statute None — no statewide paid sick leave law for private employers
Administering Agency ND Dept. of Labor and Human Rights — https://www.nd.gov/labor/
Paid Family & Medical Leave Program No state program
PFML Program Name N/A — Federal FMLA only
Local Paid Leave Ordinances Prohibited — North Dakota law bars cities and counties from enacting paid family leave ordinances
FMLA Applies Yes (federal baseline)
FMLA Covered Employers Private employers with 50+ employees within 75 miles; all public agencies
FMLA Duration Up to 12 weeks unpaid per 12-month period (26 weeks for military caregiver)
State Family Leave Act None for private employers; North Dakota Family Leave Act (NDCC § 54-52.4) applies to state government employees only
Information Current As Of March 2026

Sources: ND Dept. of Labor and Human Rights — https://www.nd.gov/labor/wage-and-hour-topics · U.S. DOL FMLA — https://www.dol.gov/agencies/whd/fmla

North Dakota does not mandate paid or unpaid sick leave for private-sector employees. No statewide statute requires private employers to provide sick time, safe leave, or any comparable benefit. If an employer chooses to offer sick leave voluntarily, the terms of that leave are governed entirely by the employer’s own policy or the applicable employment contract — not by state law (https://www.nd.gov/labor/wage-and-hour-topics). North Dakota also prohibits cities and counties from enacting their own paid family leave or paid sick leave ordinances, meaning no local mandate supplements the absence of a state requirement. Workers at private employers in North Dakota who need time away from work due to illness or a family member’s medical needs rely primarily on the federal FMLA (Section 4 below) and any voluntary employer-provided leave. For minimum wage and wage payment protections that do apply in North Dakota

North Dakota does not operate a state-funded paid family and medical leave program. Workers who need family or medical leave rely on the federal FMLA for job-protected leave (Section 4 below) and any employer-provided paid leave or short-term disability benefits. North Dakota law also expressly prohibits political subdivisions — including cities and counties — from enacting their own mandatory paid family leave ordinances, preventing any local program from filling the gap left by the absence of a state program. Workers employed by North Dakota state government are covered by the North Dakota Family Leave Act (NDCC § 54-52.4), but that statute applies only to state employees and has no effect on private-sector employment (https://ndlegis.gov/cencode/t54c52-4.pdf). As of March 2026, no paid family and medical leave legislation for private-sector workers has been enacted in North Dakota, and no bill is currently advancing toward passage. Legislative tracking is available at https://www.legis.nd.gov.

Maternity, Paternity & Parental Leave in North Dakota

How Long Is Maternity Leave in North Dakota?

Maternity leave in North Dakota is governed primarily by the federal FMLA. Eligible employees at covered employers may take up to 12 workweeks of unpaid, job-protected leave for the birth of a child and to care for the newborn during the first 12 months (https://www.dol.gov/agencies/whd/fmla). North Dakota has no state paid family leave program providing additional weeks of paid bonding leave, and no state pregnancy disability insurance program supplementing the federal baseline. Workers who need income during maternity leave may turn to employer-provided short-term disability insurance, accrued paid time off, or voluntary individual disability policies — none of which are mandated by North Dakota law.

Is Maternity Leave Paid in North Dakota?

Maternity leave in North Dakota is unpaid under both state and federal law. FMLA provides job protection but no wage replacement. North Dakota does not have a state-funded disability or paid family leave program that would pay benefits during pregnancy or childbirth (https://www.nd.gov/labor/wage-and-hour-topics). Any paid maternity leave a North Dakota worker receives depends entirely on the employer’s voluntary policy, an employer-sponsored short-term disability plan, or a privately purchased disability insurance product. Workers employed at companies with fewer than 50 employees within a 75-mile radius are not entitled to FMLA leave and have no state-law alternative.

Paternity Leave and Parental Leave in North Dakota

Non-birthing parents and fathers in North Dakota are eligible for up to 12 weeks of unpaid FMLA bonding leave, subject to the same employer-size and employee-eligibility thresholds as any other FMLA leave (https://www.dol.gov/agencies/whd/fmla). FMLA bonding leave applies equally to all parents — birthing and non-birthing — following the birth, adoption, or foster placement of a child, and must be taken within the first 12 months of the qualifying event. North Dakota has no state parental leave statute applicable to private employers, and no state program provides paid bonding benefits to either parent. For overtime and wage protections that apply during employment in North Dakota.

Federal FMLA in North Dakota

FMLA is the primary and dominant leave protection for North Dakota private-sector workers. Because North Dakota has no state paid sick leave law and no state paid family leave program, federal FMLA represents the foundational — and for most workers the sole — statutory entitlement to job-protected leave for family and medical reasons. For the complete federal FMLA reference.

FMLA Coverage and Eligibility

The federal Family and Medical Leave Act applies in North Dakota to (https://www.dol.gov/agencies/whd/fmla):

  • Covered employers: Private employers with 50 or more employees within a 75-mile radius of the employee’s worksite; all public agencies (federal, state, and local government) regardless of size; all public and private elementary and secondary schools
  • Eligible employees: Workers who have been employed by the covered employer for at least 12 months, have worked at least 1,250 hours during the preceding 12-month period, and work at a location where the employer has 50 or more employees within 75 miles
  • Leave amount: Up to 12 workweeks of unpaid, job-protected leave in a 12-month period; up to 26 workweeks for military caregiver leave in a single 12-month period

During FMLA leave, the employer must maintain the employee’s group health insurance coverage on the same terms as if the employee had continued working. Upon return, the employee is entitled to the same or an equivalent position with equivalent pay, benefits, and terms of employment (https://www.dol.gov/agencies/whd/fmla).

Note on small employers: Employers with fewer than 50 employees within a 75-mile radius are not covered by federal FMLA. North Dakota has no state family leave law applicable to private employers that would extend leave rights to workers at smaller businesses. Workers at small employers in North Dakota have no statutory entitlement to job-protected family or medical leave beyond what the employer voluntarily provides.

Qualifying Reasons Under FMLA

FMLA leave in North Dakota is available for the following qualifying reasons (https://www.dol.gov/agencies/whd/fmla):

  • Bonding with a new child: Birth of a child and care for the newborn during the first 12 months; placement of a child for adoption or foster care and care during the first 12 months
  • Serious health condition of a family member: Care for a spouse, child, or parent with a serious health condition
  • Employee’s own serious health condition: A condition that renders the employee unable to perform the essential functions of the job, including pregnancy-related conditions
  • Qualifying military exigency: Qualifying exigency arising from the covered active military duty of the employee’s spouse, child, or parent
  • Military caregiver leave: Care for a covered servicemember or veteran with a serious injury or illness — up to 26 weeks in a single 12-month period

A “serious health condition” under FMLA means an illness, injury, impairment, or physical or mental condition involving inpatient care or continuing treatment by a healthcare provider, including periods of incapacity due to pregnancy or childbirth (https://www.dol.gov/agencies/whd/fmla).

Is FMLA Paid or Unpaid in North Dakota?

FMLA leave is entirely unpaid under federal law (https://www.dol.gov/agencies/whd/fmla). North Dakota does not operate a paid family or medical leave program that would supplement FMLA with wage replacement. Workers on FMLA leave in North Dakota receive no state-funded income during the leave period. Employees may elect — or employers may require — that accrued paid leave (vacation, sick time, or PTO under the employer’s voluntary policy) run concurrently with FMLA leave. This does not convert FMLA into paid leave; it simply substitutes the employer’s voluntary paid leave benefit for some or all of the unpaid FMLA period. Workers should confirm with their employer whether concurrent use of accrued paid leave is required or optional under the employer’s FMLA policy.

Unlike workers in states with PFML programs — such as neighboring Minnesota, which launched its paid family leave program in January 2026 — North Dakota workers receive no partial wage replacement from the state during FMLA leave. For a comparison with states that do have PFML programs, see [/paid-leave/minnesota/].

Does FMLA Apply to Small Businesses in North Dakota?

FMLA applies only to private employers with 50 or more employees within a 75-mile radius of the employee’s primary worksite. An employer with 49 employees at a single North Dakota location is not subject to federal FMLA (https://www.dol.gov/agencies/whd/fmla). North Dakota has no state family leave law that extends similar protections to employees at smaller private employers. This creates a significant coverage gap in North Dakota: employees at the state’s many small and medium-sized businesses — which are common in agriculture, energy, and rural services sectors — have no statutory entitlement to unpaid family or medical leave, let alone paid leave.

For public-sector workers, the analysis is different: all public agencies in North Dakota — federal, state, and local government — are covered by FMLA regardless of size. State employees also have access to additional leave provisions under North Dakota state personnel policies administered through the Office of Management and Budget (https://www.omb.nd.gov/team-nd-careers/universal-hr-policies).

FMLA Employee Notice and Documentation Requirements

Employees seeking FMLA leave in North Dakota must provide their employer with sufficient notice and documentation (https://www.dol.gov/agencies/whd/fmla):

  • Foreseeable leave: At least 30 days’ advance notice when the need for leave is foreseeable (planned surgery, expected birth, scheduled treatment). If 30 days is not practicable, notice must be given as soon as possible.
  • Unforeseeable leave: Notice must be given as soon as practicable under the circumstances — typically the same or next business day following the qualifying event.
  • Medical certification: Employers may require a completed medical certification form to support a request for FMLA leave for a serious health condition. The U.S. DOL provides standard certification forms at https://www.dol.gov/agencies/whd/fmla/forms.
  • Employer response: Once the employer has enough information to determine that a leave request qualifies as FMLA-protected, the employer must provide the employee with written notice of FMLA designation.

FMLA Interaction with Employer-Provided Leave in North Dakota

Because North Dakota has no paid sick leave mandate and no state PFML program, the only intersection between paid and unpaid leave in North Dakota occurs through employer-provided benefits. Employers covered by FMLA may require employees to exhaust accrued paid leave (vacation, PTO, sick time) concurrently with FMLA. Employees on FMLA who also have employer-sponsored short-term disability coverage may be able to collect disability benefits during the FMLA period, subject to the terms of the employer’s plan. None of these arrangements are mandated by North Dakota state law — they are governed by individual employer policy and the FMLA regulations at 29 C.F.R. Part 825 (https://www.dol.gov/agencies/whd/fmla).

Source: U.S. Department of Labor — https://www.dol.gov/agencies/whd/fmla

Other Protected Leave Categories in North Dakota

Bereavement Leave

North Dakota does not require private employers to provide bereavement leave. Leave for the death of a family member is governed by individual employer policy. No state statute mandates paid or unpaid bereavement leave for private-sector workers.

Jury Duty Leave

North Dakota law requires employers to provide unpaid, job-protected leave for employees summoned for jury duty or called as witnesses. Employers may not fire, threaten, penalize, or otherwise retaliate against an employee for fulfilling jury service obligations. Employees are expected to provide their employer with a copy of the jury summons within a reasonable time of receiving it. Jury duty leave is unpaid for private-sector employees; state court jurors receive a nominal fee paid by the court. The relevant North Dakota Century Code provisions governing jury duty can be tracked through the North Dakota Legislative Assembly at https://www.ndlegis.gov.

Voting Leave

North Dakota does not impose a statutory voting leave requirement on private employers, but state law encourages employers to accommodate employees whose work schedules conflict with polling hours. No state mandate requires paid or unpaid voting leave for private-sector workers. For remote workers, see [/remote-work-laws/u-s-states/north-dakota/].

Military Leave

All North Dakota employers must comply with the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), which protects the employment rights of employees who serve in the military, including members of the National Guard and Reserve components. USERRA requires employers of all sizes to grant unpaid leave for military service and to restore returning service members to their previous or equivalent positions (https://www.dol.gov/agencies/vets/programs/userra). North Dakota additionally provides state-specific military leave protections for employees covered under NDCC Title 37. For unemployment benefits available to North Dakota workers between jobs or following a separation.

Domestic Violence / Crime Victim Leave

North Dakota does not have a standalone state statute requiring private employers to provide leave specifically for victims of domestic violence, sexual assault, or stalking. No state paid or unpaid safe leave law supplements the absence of a broader paid sick leave statute. Federal FMLA may cover serious health conditions arising from domestic violence, subject to standard eligibility requirements.

2026 Updates & Recent Legislative Changes in North Dakota

What Changed in North Dakota Leave Laws in 2025–2026?

North Dakota’s 2025 legislative session produced changes primarily affecting state-sector employment and income tax withholding, not private-sector leave mandates.

New Hire Leave for State Employees (H.B. 1170, effective May 1, 2026) Beginning May 1, 2026, North Dakota state agencies employing individuals not under a written contract must provide new hires with 40 hours of new hire leave for use within the first year of employment. This provision applies to state government employment only — it does not create any leave obligation for private employers (https://www.ndlegis.gov).

Income Tax Withholding Amendment (2026) North Dakota amended its income tax withholding requirements to prohibit employers from withholding or deducting tax from certain wage categories without employee consent, effective for the 2026 tax year. This change does not affect leave law directly but affects payroll practices.

Pending Legislation

As of March 2026, no paid sick leave or paid family and medical leave bill for private-sector workers has advanced to passage in the North Dakota Legislature. North Dakota has not enacted private-sector PFML legislation despite the introduction of HB 1441 in the 2021 session, which did not pass. Legislative tracking for the current 2025–2026 biennium is available at https://www.legis.nd.gov. North Dakota law also expressly prohibits cities and counties from enacting their own paid family leave mandates, foreclosing the local ordinance pathway that has emerged in other states.

How to File a Leave-Related Complaint in North Dakota

Filing a Wage or Labor Complaint

The North Dakota Department of Labor and Human Rights enforces North Dakota’s wage and hour statutes. Workers with complaints about unpaid wages, minimum wage violations, or retaliation for exercising labor rights may contact the department at https://www.nd.gov/labor/. The department’s wage and hour FAQ is available at https://www.nd.gov/labor/wage-and-hour-faq.

Filing an FMLA Complaint

FMLA complaints are filed with the U.S. Department of Labor, Wage and Hour Division. Workers who believe their FMLA rights have been violated — including interference with leave rights or retaliation for taking FMLA leave — may file a complaint through the WHD:

FMLA complaints must generally be filed within two years of the alleged violation (three years for willful violations).

Interstate Considerations for Remote Workers in North Dakota

North Dakota’s lack of a paid sick leave mandate or state PFML program has practical implications for remote workers and multi-state employers. An employee who works remotely from North Dakota for an employer headquartered in a state with mandatory paid sick leave — such as neighboring Minnesota — may be covered by the employer’s home state law, or may fall under North Dakota’s absence of a mandate, depending on how the employer’s policy and the applicable state law treat remote workers.

For Minnesota’s paid family leave program specifically: eligibility is based on where the employee performs work. An employee based in North Dakota who performs at least 50% of their work in Minnesota may qualify for Minnesota’s PFML program regardless of their North Dakota residence. Workers in this situation should verify their status directly with their employer and the applicable state program.

Multi-state employers operating in North Dakota alongside states with PFML programs should apply the leave law of the state where the employee performs work, not the state of the employer’s headquarters. North Dakota’s general employment law framework does not impose paid leave obligations, meaning North Dakota-based remote employees are entitled only to FMLA and any voluntary employer-provided leave. For detailed remote work employment rules.

Frequently Asked Questions — North Dakota Paid Leave

How does FMLA work in North Dakota?

FMLA provides eligible North Dakota employees up to 12 workweeks of unpaid, job-protected leave per year for qualifying family and medical reasons. Covered employers are private employers with 50 or more employees within a 75-mile radius and all public agencies. Eligible employees must have worked for the employer for 12 months and logged at least 1,250 hours in the preceding year. During leave, the employer must maintain group health insurance on the same terms, and the employee is entitled to reinstatement to the same or an equivalent position (https://www.dol.gov/agencies/whd/fmla).

How long is maternity leave in North Dakota?

Maternity leave in North Dakota is up to 12 weeks of unpaid FMLA leave for eligible employees at covered employers. North Dakota has no state paid family leave program providing additional paid bonding weeks and no state pregnancy disability program supplementing FMLA. The 12-week FMLA period covers both the birthing parent’s serious health condition (pregnancy/childbirth) and bonding with the newborn, which typically run consecutively (https://www.dol.gov/agencies/whd/fmla).

Is maternity leave paid or unpaid in North Dakota?

Maternity leave in North Dakota is unpaid under both state and federal law. FMLA provides job protection but no wage replacement. North Dakota does not have a state paid leave program. Any paid maternity leave is provided at the discretion of the employer — through voluntary paid leave policies or employer-sponsored short-term disability insurance — not through state mandate (https://www.nd.gov/labor/wage-and-hour-topics).

Who is eligible for FMLA in North Dakota?

FMLA eligibility in North Dakota requires working for a covered employer (private employer with 50+ employees within 75 miles, or any public agency), having worked for that employer for at least 12 consecutive months, and having worked at least 1,250 hours in the preceding 12 months. Employees must also work at a location where the employer has 50 or more employees within 75 miles (https://www.dol.gov/agencies/whd/fmla).

Is FMLA leave paid in North Dakota?

No. FMLA leave is unpaid under federal law. North Dakota has no state paid family or medical leave program to supplement FMLA with wage replacement. Workers on FMLA may use accrued employer-provided paid leave (vacation, PTO) concurrently, but only if the employer’s policy provides such leave and the employer requires or permits concurrent use (https://www.dol.gov/agencies/whd/fmla).

Does North Dakota have paid sick leave?

No. North Dakota does not mandate paid or unpaid sick leave for private employers. No statewide statute requires private employers to provide sick time. If an employer voluntarily provides sick leave, the terms of that leave are governed by the employer’s own policy or employment contract, not by state law (https://www.nd.gov/labor/wage-and-hour-topics).

Does North Dakota have paid family leave?

No. North Dakota does not have a state-run paid family and medical leave program for private-sector workers. Workers rely on federal FMLA for unpaid job-protected leave. North Dakota law also prohibits cities and counties from enacting local paid family leave ordinances. As of March 2026, no state PFML legislation has been enacted for private employers (https://www.nd.gov/labor/).

How many sick days are required in North Dakota?

Zero. North Dakota law does not require private employers to provide any minimum number of paid or unpaid sick days. Sick leave entitlement for North Dakota private-sector workers depends entirely on the employer’s voluntary policy (https://www.nd.gov/labor/wage-and-hour-topics).

Does FMLA apply to small businesses in North Dakota?

Federal FMLA applies only to private employers with 50 or more employees within a 75-mile radius. Small businesses with fewer than 50 employees in North Dakota are not subject to FMLA. North Dakota has no state family leave law that extends leave rights to employees at smaller private employers. Workers at small businesses in North Dakota have no statutory entitlement to job-protected family or medical leave (https://www.dol.gov/agencies/whd/fmla).

How long is paternity leave in North Dakota?

Non-birthing parents and fathers may take up to 12 weeks of unpaid FMLA bonding leave, subject to eligibility requirements (employer with 50+ employees; 12 months of employment; 1,250 hours worked in the past year). The leave must be taken within the first 12 months of the birth, adoption, or foster placement of a child. North Dakota has no state paid parental leave program (https://www.dol.gov/agencies/whd/fmla).

Can an employer deny paid sick leave in North Dakota?

Because North Dakota does not mandate paid sick leave, private employers are not legally required to provide it. An employer that voluntarily offers sick leave must follow its own established policy and may not discriminate against employees in the application of that policy. If sick leave or PTO is provided and has accrued, North Dakota wage law may treat it as wages — employers should consult the ND Department of Labor and Human Rights at https://www.nd.gov/labor/ for guidance on their specific policy.

Is paid sick leave available to part-time employees in North Dakota?

North Dakota law does not require paid sick leave for any employees, full-time or part-time. Whether part-time employees receive sick leave depends entirely on the employer’s voluntary policy (https://www.nd.gov/labor/wage-and-hour-topics).

Can paid sick leave be used for a family member’s illness in North Dakota?

North Dakota has no paid sick leave law governing qualifying reasons for use. If an employer voluntarily provides sick leave, the uses permitted are determined by the employer’s policy. Federal FMLA does allow eligible employees to take unpaid leave to care for a spouse, child, or parent with a serious health condition, subject to eligibility requirements (https://www.dol.gov/agencies/whd/fmla).

What options exist for paid maternity leave in North Dakota?

Workers seeking paid maternity leave in North Dakota must rely on employer-voluntary options, including employer-provided paid time off or vacation, employer-sponsored short-term disability insurance covering pregnancy and childbirth, or individually purchased disability insurance products. North Dakota law mandates none of these. Employees working remotely for employers headquartered in states with PFML programs may qualify for that state’s benefits depending on where the work is performed and the program’s eligibility rules.

Does North Dakota have any voluntary paid leave framework for employers?

North Dakota has not adopted the NCOIL (National Council of Insurance Legislators) model voluntary paid family leave insurance framework that some other states without mandatory programs have enacted. Employers in North Dakota may voluntarily offer short-term disability or paid leave products from private insurers, but there is no state-sanctioned voluntary framework or tax credit structure for doing so as of March 2026 (https://www.nd.gov/labor/).

Does North Dakota have any local paid sick leave ordinances?

No. North Dakota law expressly prohibits political subdivisions — cities and counties — from enacting mandatory paid family leave ordinances. No local paid sick leave ordinance operates anywhere in North Dakota, and state law prevents such ordinances from being enacted in the future.

What is the North Dakota state family leave law?

The North Dakota Family Leave Act (NDCC § 54-52.4) provides unpaid family leave protections for North Dakota state government employees — not private-sector workers. State employees are eligible for up to 12 weeks of unpaid leave for qualifying family and medical reasons, mirroring the federal FMLA framework. Private employers in North Dakota are subject only to the federal FMLA, not to the state Family Leave Act (https://ndlegis.gov/cencode/t54c52-4.pdf).

How do I file an FMLA complaint in North Dakota?

FMLA complaints in North Dakota are filed with the U.S. Department of Labor, Wage and Hour Division. Complaints may be submitted online or in person at https://www.dol.gov/agencies/whd/contact/complaints. The WHD investigates allegations of FMLA interference and retaliation. Workers generally must file within two years of the violation (three years for willful violations). North Dakota wage and hour complaints unrelated to FMLA are filed with the ND Department of Labor and Human Rights at https://www.nd.gov/labor/.

Sources & Verification Log

Sources & Verification Log — North Dakota Paid Leave Laws
Section Source URL Date Verified
Sick Leave — No Mandate ND Dept. of Labor and Human Rights https://www.nd.gov/labor/wage-and-hour-topics March 2026
Wage and Hour FAQ ND Dept. of Labor and Human Rights https://www.nd.gov/labor/wage-and-hour-faq March 2026
ND Dept. of Labor Home ND Dept. of Labor and Human Rights https://www.nd.gov/labor/ March 2026
PFML — No State Program ND Dept. of Labor / Foundation for a Healthy ND https://www.nd.gov/labor/ March 2026
Local Ordinance Ban GovDocs / ND Legislature https://www.ndlegis.gov March 2026
ND State Family Leave Act ND Legislative Assembly https://ndlegis.gov/cencode/t54c52-4.pdf March 2026
FMLA U.S. Department of Labor, WHD https://www.dol.gov/agencies/whd/fmla March 2026
FMLA Forms U.S. Department of Labor https://www.dol.gov/agencies/whd/fmla/forms March 2026
FMLA Complaints U.S. Department of Labor WHD https://www.dol.gov/agencies/whd/contact/complaints March 2026
State OMB Leave Policies ND Office of Management and Budget https://www.omb.nd.gov/team-nd-careers/universal-hr-policies March 2026
HB 1170 (New Hire Leave — State Employees) ND Legislative Assembly https://www.ndlegis.gov March 2026
USERRA U.S. Department of Labor Veterans’ Employment https://www.dol.gov/agencies/vets/programs/userra March 2026
ND Legislature (Bill Tracking) ND Legislative Assembly https://www.legis.nd.gov March 2026

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This page compiles information from official government sources for general reference purposes. It does not constitute legal advice. Employment law is subject to legislative changes and judicial interpretation. For specific compliance questions, consultation with a licensed attorney in North Dakota is recommended. Last updated: March 2026.