Show-Up Pay: New State Law Requires Compensation for Reporting to Work

Under a new law in Maine, covered employers are now required to provide compensation — or show-up pay — to employees who report to work but have their shifts canceled or reduced.

In passing this legislation, Maine joins a handful of states that require show-up pay, also known as reporting time pay, including California, Connecticut, District of Columbia, Massachusetts, New Hampshire, New Jersey, New York and Rhode Island.

Here are the details for employers located or doing business in Maine.

Details of the New Law

Gov. Janet Mills signed the legislation this summer — and it went into effect on Sept. 24, 2025. Here’s what you need to know.

Who Has to Pay?

LD 598 – also known as the “show-up pay” law – applies to employers with at least 10 employees for more than 120 days in a calendar year. Seasonal employers and public employers are specifically excluded.

How Much Show-Up Pay is Required? 

If an employee reports to work for a scheduled shift that is cut short or canceled, the employer must provide show-up pay equal to either two hours of compensation at the employee’s regular rate of pay or the amount the employee would have received for the full scheduled shift, whichever is less.

Exceptions to the Law 

Show-up pay for reporting to work is not required in cases of adverse weather conditions, natural disasters, civil emergencies, illness or workplace injury.

Notice

The new law includes a partial exception if an employer “makes a documented, good-faith effort” to notify an employee about the reduced or canceled shift before the person reports to work. In such cases, the employer is not liable for show-up pay. 

However, if an employer’s attempt to notify the employee is unsuccessful and the employee reports to work, show-up pay is required.

Here’s a sticking point: The law doesn’t stipulate what constitutes “a good-faith effort,” nor does it spell out how much notice prior to the shift is required. Instead, it authorizes the state department of labor (DOL) to adopt, implement and enforce rules. So HR teams will need to monitor guidance updates from the agency.

Action Steps for HR  

In the meantime, HR teams can take the following steps to ensure compliance with Maine’s new show-up pay law:

• Review scheduling policies. Check how shift cancellations and reductions are currently handled and update policies to ensure compliance with show-up pay requirements
• Reassess communication practices. Make sure employees are notified promptly of any changes to shifts; document attempts to notify to meet “good-faith effort” standards
• Train supervisors and managers. Educate leadership on legal obligations under the new law and the consequences of non-compliance
• Update payroll procedures. Ensure payroll systems can track and pay show-up compensation accurately, and
• Monitor guidance from the state DOL. Stay alert for rules clarifying “good-faith efforts” or notice requirements, and adjust internal processes accordingly.

HR teams should work closely with Finance to support accurate implementation of show-up pay. By coordinating on policies, clarifying employee eligibility and providing guidance on compliance requirements, HR helps ensure payroll processes are correct and employees are treated fairly. This collaboration reinforces HR’s role as a strategic partner, demonstrating how HR and Finance together contribute to operational efficiency, consistency and organizational compliance.

Looking ahead, HR should monitor how Maine’s show-up pay law affects scheduling flexibility, staffing levels and potential compliance risks. Proactively reviewing policies, tracking payroll trends and responding to employee questions will reduce errors or disputes.

HR can also use this opportunity to strengthen cross-functional coordination, reinforce fair treatment and share best practices internally. By staying alert to DOL guidance and emerging trends, HR ensures the organization adapts efficiently as new rules are announced.