Nebraska Employment Law Update: 2026 Legislative Session Recap for Employers
The 2026 Nebraska legislative session, which began on January 7 and concluded on April 17, included a number of proposed bills that would have impacted private employers.
While many of those proposals did not advance, two employment-related bills—LB 455 and LB 921—were passed by the Legislature and approved by the Governor on April 14, 2026.
The summary below outlines the status of key employment-related legislation considered this session and highlights what Nebraska employers should be aware of moving forward.
Legislation Passed Into Law
LB 455 – Workers’ Compensation Reporting and Confidentiality
LB 455 amends provisions of the Nebraska Workers’ Compensation Act relating to injury reporting, confidentiality, and insurance practices.
As passed, the law includes:
- A requirement that the Nebraska Workers' Compensation Court notify employees of their right to contact an attorney if their claim is denied
- Confidentiality protections for injury reports, subject to certain exceptions necessary for administration and enforcement
- Provisions allowing workers' compensation insurers to credit certain deductible reimbursements against an employer's experience modification, depending on policy elections
These changes may impact how employers and insurers handle injury reporting, employee communications, and policy structuring.
LB 921 – Nebraska WARN Act and Additional Employment Law Changes
LB 921 is a comprehensive piece of legislation that includes several employment-related provisions.
Nebraska Worker Adjustment and Retraining Notification Act
LB 921 adopts a state-level WARN Act requiring employers to provide advance written notice in connection with certain business closures and mass layoffs.
The law includes:
- Notice requirements to affected employees and the Nebraska Department of Labor
- Defined responsibilities depending on whether a business is being sold
- Limited exceptions for circumstances such as unforeseeable business conditions or natural disasters
- Civil penalties for noncompliance
Interpreter Requirements
The law also includes provisions requiring employers to provide interpreter services under certain circumstances involving non-English-speaking employees, including:
- Threshold requirements based on workforce composition
- Obligations to ensure communication accessibility in the workplace
- Requirements to designate an individual to assist with referrals to community services
Health Care Staffing Agency Registration Act
LB 921 incorporates provisions requiring health care staffing agencies operating in Nebraska to:
- Register annually with the Nebraska Department of Labor
- Comply with restrictions related to noncompete clauses and certain fee arrangements
- Maintain required insurance coverage and documentation
- Comply with oversight and potential enforcement by the Department of Labor
Employment Security Law Changes
The law also includes amendments relating to:
- Definitions of employment, including marketplace network contractors
- New grounds for disqualification from unemployment benefits, including failure to respond to interview or job offers within specified timeframes
Legislation That Did Not Advance
Several employment-related bills did not make it out of committee or did not advance to final passage this session. These include:
LB 1089 – Paid Leave Enforcement
Would have created a private cause of action allowing employees to sue for violations of the Nebraska Healthy Families and Workplaces Act. The bill did not advance beyond General File.
LB 1056 – Workers’ Compensation Changes
Proposed significant changes to benefits, interpreter requirements, and compensation structures. The bill did not advance out of committee, although certain interpreter-related concepts were incorporated into LB 921.
LB 1015 – Employment Security / Innovation Fund
Did not advance out of committee.
LB 1009 – Workers’ Compensation Timing
Did not advance out of committee.
LB 941 – Franchisor Liability
Would have clarified when franchisors may be considered employers. Did not advance out of committee.
LB 747 – Wage, Child Labor, and Classification Changes
Proposed multiple changes across employment-related statutes. Did not advance this session (confirm final status before publication due to draft inconsistency).
LB 1249 – Paid Sick Leave Modifications
Proposed changes to definitions and carryover provisions. Did not advance out of committee.
What This Means for Nebraska Employers
Although many proposed changes did not become law, the legislation that did pass introduces new considerations for employers, particularly in:
- Workforce reductions and business closure planning
- Workers’ compensation reporting and communication
- Language accessibility in the workplace
- Staffing agency relationships
- Unemployment-related documentation and processes
Employers may benefit from reviewing internal policies, procedures, and agreements in light of these developments.
Looking Ahead
Legislation that did not advance this session may reappear in future legislative cycles. Employers should continue to monitor developments and be prepared for potential changes in areas such as paid leave enforcement, workers’ compensation benefits, and employer classification standards.
Contact
If you have questions about how these developments may apply to your organization, please contact Ellen Geisler or a member of LDM’s Employment & Labor team.
