New Hampshire Passes House Bill 1336 Law Pertaining to Firearms in Employee Vehicles on Employer’s Parking Lots

September 30, 2024

New Hampshire’s Governor Sununu signed into law HB 1336 on July 12, 2024. This bill follows numerous other states’ similarly passed bills known as “parking lot” laws. This bill will limit the ability of certain employers to restrict the presence of firearms and ammunition on their properties. This bill will significantly expand Second Amendment protections for the legal gun owners of New Hampshire by allowing employees to store firearms and ammunition in personal vehicles on employer property.


To be clear, covered employers can still prohibit weapons of any kind on the person of the employee or in the employer’s offices, facilities, and company owned or leased vehicles. This bill simply expands protections for employees to keep their firearms in their personal vehicle.


What Employers Are Affected?


Any public or private employer within the state of New Hampshire that receives public funds from the federal or state government is affected by this law. Public funds are defined broadly in this context and include government grants, any payments under government contracts, or any other form of public funds, regardless of the amount or level of such funding.


Key Takeaways:

  • Employers cannot force an employee to disclose whether they are storing a firearm in their vehicle.
  • Searches of vehicles can only be conducted by law enforcement with a warrant or recognized exception to the warrant requirement.
  • There is no requirement that the gun must be in a locked safe or secured within the vehicle. The only requirement is that it is out of sight.
  • This bill grants employer’s civil immunity from any damages involving firearms and ammunition stored in compliance.


Next Steps for Employers:


With this new law set to take effect on January 1, 2025, employers should review their current policies and procedures now. To comply with this new law, New Hampshire employers should review their current workplace policies to identify whether any such policies will conflict with the provisions of HB 1336. This is also a great opportunity to update any workplace violence policies and enhance or initiate workplace violence training.


It is extremely important for employers to remain up to date on legislation to ensure compliance and to update existing policies as needed. 


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Brandon Calton admitted to the United States District Court of Connecticut

June 10, 2025
Brandon Calton is now admitted to the United States District Court, Connecticut! The Royal Law Firm is passionate about expanding our reach so that we can better serve our clients and their needs. Brandon is admitted in Massachusetts, the United States District Court of Massachusetts, and the United States District Court of Connecticut.

Federal Court Vacates EEOC’s “Abortion Accommodation Mandate” in PWFA

By Heather Child • June 9, 2025
On May 21, 2025, the U.S. District Court for the Western District of Louisiana struck down a provision in the Equal Employment Opportunity Commission’s (EEOC) final rule under the Pregnant Workers Fairness Act (PWFA), ruling that the agency exceeded its authority by requiring employers to accommodate elective abortions that are not medically necessary. Background Information: In June 2022, the U.S. Supreme Court issued a decision in Dobbs v. Jackson Women’s Health Organization, which overturned Roe v. Wade and eliminated the constitutional right to abortion. Congress passed the Pregnant Workers Fairness Act in December 2022, and it became effective in June 2023. The law requires employers with 15 or more employees to provide reasonable accommodation to qualified applicants or employees who have physical or mental conditions related to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant difficulty or expense for the employer. In April 2024, The EEOC issued its final interpretation of the PWFA including abortion in the definition of “pregnancy, childbirth, or other related medical conditions” thereby requiring employers to provide accommodations related to abortion. In May 2024, the states of Mississippi and Louisiana sued the EEOC, arguing that the interpretation conflicted with the U.S. Supreme Court’s Dobbs decision and their respective state laws on abortion. In June 2024, Judge Joseph found that the EEOC exceeded its authority and issued a preliminary injunction postponing the effective date of the interpretation to provide accommodation for elective abortions until final judgment was entered in this matter. The final judgment was entered on May 21, 2025, that remanded the matter to the EEOC to revise the final rule and all related implementing regulations and guidances. Employer Takeaways: While employers are no longer (as of now) REQUIRED to provide accommodation for elective abortions, the remainder of the PWFA remains in full effect The decision to have or not have an abortion remains protected under Title VII The PWFA does not supersede state or local laws providing greater protection for pregnant workers. It is important to stay up to date on state regulations to ensure employers are complying with state laws. While it is still unclear how this ruling will impact employers nationwide, it is still important to continue to stay up to date on ever-changing legislation.  If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.