Employee Communications: New Hampshire
Federal law and guidance on this subject should be reviewed together with this section.
- New Hampshire employers are required to post notices specific to the state as well as post required federal notices. See Posting Requirements.
- In New Hampshire, the employment relationship is presumptively at-will. See Employment At-Will.
- New Hampshire courts will enforce a restrictive covenant, including a noncompetition, nonsolicitation or confidentiality agreement, if the restraint is reasonable under the particular circumstances. See Restrictive Covenants.
- New Hampshire law prohibits employees from communicating trade secrets. See Trade Secrets.
- New Hampshire law protects whistleblowers from retaliation by employers. See Whistleblower Protections.
- New Hampshire's Law Against Discrimination prohibits threats of violence motivated by protected characteristics. See Threats of Violence.
- New Hampshire law forbids a person operating a moving motor vehicle to write a text message or use two hands to type on or operate an electronic or telecommunications device. See Communications While Driving.
- New Hampshire courts recognize defamation claims. See Defamation Claims.
- Employees may access and inspect their personnel files under New Hampshire law. See Communications Regarding Personnel Records.
- New Hampshire is a two-party consent state. See Intercepting Electronic Communications.
- Under New Hampshire law, notice of security breaches regarding personal information must be made if misuse of the information has occurred or is likely to occur. See Required Notifications.
- New Hampshire law protects employees against the unauthorized disclosure of HIV test results. See Disclosure of HIV Test Results.
- New Hampshire law requires a few types of standard communications with employees. These required communications relate to wages, fringe benefits and deductions from wages. See Communicating Wages and Benefits.