Employee Communications: New Mexico
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Matthew C. Sanchez and Barbara G. Stephenson, Sheehan & Sheehan, P.A.
- New Mexico is an employment at-will state. See Communicating Employment Status.
- New Mexico law requires employers to post certain notices regarding employee rights. See Communications in Postings Required by New Mexico Law.
- Restrictive covenants can limit an employee's actions and communications to protect an employer's legitimate business interests such as trade secrets and other proprietary information. See Restricting Employee Communications.
- New Mexico allows the use of restrictive covenants to limit employee communications to third parties. See Restricting Employee Communications.
- New Mexico restricts the use of mobile devices while driving. See Use of Mobile Devices.
- New Mexico employers should use caution when monitoring employee electronic communications. See Electronic Communications.
- New Mexico employers may face liability regarding communications regarding an employee's job performance or employment record. See Defamation.
- Localities including Albuquerque, Bernalillo County and Las Cruces have requirements pertaining to minimum wage. See Local Requirements.