New Hampshire

New Hampshire’s New Booze Law Will Hamstring the State’s Brewpubs

Published

8 months ago

July 16, 2025

New Hampshire’s New Booze Law Will Hamstring the State’s Brewpubs

The rationale behind New Hampshire’s new brewpub regulation is more headache-inducing than the beer.

On Friday, New Hampshire Gov. Kelly Ayotte (R) signed House Bill 242 into law. The bill, sponsored by state Rep. John Hunt (R–Rindge), will take effect in August and limits brewpubs in the state to self-distributing their beer to only one additional restaurant or business outside their premises. The bill is a follow-up to H.B. 1380, also sponsored by Hunt in 2024, which limited the amount of beer or cider a brewpub could sell to 2,500 barrels a year and permitted licensed brewpub owners to obtain licenses to sell their product on their premises in bars and at off-premise locations like grocery stores, so long as they didn’t have a manufacturing license.

If the law sounds like it will keep brewpubs small, that’s because it’s intended to do so. “This is what we call a very inside baseball bill,” Hunt told the New Hampshire Bulletin.

Hunt said that H.B. 242 was designed to preserve the state’s current regulatory system, describing New Hampshire as a “three-tier state,” where businesses operate as either beverage manufacturers, distributors, or retailers. By restricting brewpubs from becoming a one-stop shop that acts as a “bottler…distributor” and “retailer,” Hunt said the bill is intended to safeguard the “monopoly” held by beer distributors in the middle tier of this system.”Frankly, I think the relationship between the distributors and the licensees (retailers) is pretty sacred, and it works well, and there’s no reason to upset them.”

The bill was supported by the state’s restaurant and lodging trade group. “You have to understand, in order for one of these brewpubs to make enough beer to self distribute to more than one additional location, they would have to make an enormous amount of beer…and frankly, most of them didn’t think they could make enough beer to even distribute to another location,” Mike Somers, president and CEO of the New Hampshire Lodging and Restaurant Association, told the New Hampshire Bulletin. “Most of the folks in the industry that I’ve talked to didn’t really feel that the restriction was much of a restriction, because they could now own multiple brewpubs and restaurants.”

Rather than having the freedom to ramp up production and distribution, Somers contends that brewpub owners would rather start new brands and businesses from scratch.

This wasn’t the only booze-related bill that passed the governor’s desk: Ayotte also signed H.B. 467 and let H.B. 81 become law without her signature. H.B. 467 allows municipalities to create designated “social districts” where people can legally consume alcohol outdoors. These areas must be clearly marked with signs indicating the permitted times and boundaries, and all alcohol must be purchased from businesses within the district. Separately, H.B. 81 permits restaurant patrons to bring their drinks with them to the restroom.

While both laws ease some restrictions on consumer alcohol use, they stop short of meaningfully reducing the state’s overall control of alcoholic beverages. And now, New Hampshire’s brewpubs will face more hurdles to scaling up the production and distribution of their beer.

In keeping with that spirit, the state would be better served by promoting policies that encourage innovation, rather than anticompetitive laws like H.B. 242 that restrict consumer choice and unfairly penalize brewpubs for their market success.

The post New Hampshire’s New Booze Law Will Hamstring the State’s Brewpubs appeared first on Reason.com.

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New Hampshire

New Hampshire employment law in 2026 – NH Business Review

Published

4 hours ago

March 2, 2026

Press Room

New Hampshire employment law in 2026 – NH Business Review

What employers are getting wrong, and how to fix it before it becomes a claim

New Hampshire’s employment law landscape heading into 2026 may not be dramatically different from last year, but the real risks lie in implementation missteps. From the initial setting of wages, to calculating and distributing wages, employers will likely find a specific statute and/or labor regulation governing the transaction. Failure to follow these detailed wage and hour laws can result in significant back wages and other penalties being imposed by the state or federal Department of Labor following an audit. Fortunately, however, this area of employment law is relatively easy to master, once you are familiar with the basics.

Notice compliance

One of the most common pitfalls for employers in New Hampshire is misunderstanding the wage and hour notice requirements under RSA 275 and the related New Hampshire Department of Labor Administrative Rules.

At the time of hire, employers must notify employees in writing of their rate of pay and the day and place of payment. This notice is traditionally delivered to employees by way of an offer letter or some sort of “New Hire Rate of Pay” form. (A sample form is available from the New Hampshire Department of Labor website.) What surprises most employers, however, is that Lab. 803.03(f)(6) also requires employers to request and obtain their employees’ signatures on this written notification of wages, and employers must keep a copy of the signed written notification of wages on file. Further, employers must notify employees in writing during the course of employment of any changes to wages or day of pay prior to such changes taking effect, and the employer must obtain the employee’s signature on this subsequent notification as well. (See RSA 275:49; Lab. 803.03.)

Employers are further required to notify employees in writing, or through a posted notice maintained in a place accessible to employees, of:

• employment practices and policies with regard to vacation pay, sick leave and other fringe benefits.

• deductions made from the employee’s payroll check, for each period such deductions are made.

• information regarding the deductions allowed from wage payments under state law. (RSA 275:49; Lab. 803.03.)

Policies regarding vacation and sick leave should inform employees whether or not the employer will “cash out” unused time at year end or at the end of employment, and if so, under what terms. Again, if any changes are made to vacation pay, sick leave and other fringe benefits during the course of employment (all of which are considered “wages” under New Hampshire law), employers must request and obtain their employees’ signatures on the written notification of the change, and must keep a copy of the signed form on file. (Lab. 803.03.) Importantly, notification by way of pay stub alone is not sufficient, and, these requirements apply to both increases and decreases in pay.

Two-hour minimum (reporting pay)

Another frequently overlooked obligation is New Hampshire’s two-hour minimum reporting pay requirement. Under RSA 275:43-a, non-exempt employees who report to work but are sent home early must generally be paid for at least two hours. Weather-related closures, client cancellations or operational slowdown days can trigger this rule. Employers should also note that the New Hampshire Department of Labor currently applies this law to remote-based employees. Consequently, employees who “report to work” at an employer’s request from a home office may likewise have a right to two hours of pay, depending on the circumstances.

Salaried vs. hourly employees

Misclassification of employees as exempt from overtime remains a significant source of compliance exposure. The position’s job duties — not the titles or label such as “salaried” — determine whether an employee qualifies for an overtime exemption.

Employers, particularly in nonprofits, health care and small businesses, unintentionally misapply exempt classifications to roles such as administrative staff, office managers, executive assistants, program coordinators or hybrid jobs that involve significant non-exempt tasks. Over time, as organizational needs evolve and employees take on broader responsibilities, job duties can drift outside of an exemption’s scope.

Best practice is to periodically review job descriptions and actual job duties to ensure continued compliance with exemption criteria, particularly following any significant restructuring or job redesigns.

Peg O’Brien is chair of McLane Middleton’s Employment Law Practice Group. She can be reached at margaret.o’brien@mclane.com.

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New Hampshire

New photo released in unsolved 1997 homicide of a N.H. woman

Published

16 hours ago

March 2, 2026

Press Room

New photo released in unsolved 1997 homicide of a N.H. woman

Local News

“Our family wants to know what happened, who did this and why,” said the family of the victim.

A new photo has been released of the victim in a nearly 30-year-long unsolved murder case, in the hope of finding any new potential witnesses in the cold case, New Hampshire officials said.

“Our family wants to know what happened, who did this and why,” the family of Rosalie Miller said in a press release. “We miss her and want to give her peace.”

Miller was last seen on December 8, 1996 at her apartment in Manchester. At the time of her disappearance, Miller had plans on meeting friends in the Auburn, New Hampshire area, officials said.

Her body was found on January 20, 1997 in a partially wooded spot on a residential lot along the Londonderry Turnpike in Auburn, officials said in the release.

The autopsy report declared Miller’s death a homicide by asphyxiation due to ligature strangulation, N.H. officials wrote.

As part of a new effort to garner public help with the case, an “uncirculated” photo of Miller, 36, is being distributed “in hopes it may jog the memory of someone who saw or spoke with her in the winter of 1996,” Attorney General John M. Formella and New Hampshire State Police Colonel Mark B. Hall announced on behalf of the New Hampshire Cold Case Unit in a joint press release.

Investigators are especially hoping to talk to anyone who was in contact with Miller in December of 1996 or anyone “who may have seen her in the vicinity of the Londonderry Turnpike in Auburn during that time,” officials said in the release.

The newly released photo of Rosalie Miller, 36, who was strangled to death nearly 30 years ago. – Attorney General John M. Formella and New Hampshire State Police Colonel Mark B. Hall

“We are releasing this new photograph today because we believe someone out there has information, perhaps a detail they thought was insignificant at the time, that could be the key to solving this case and bringing justice for Rosalie and those who loved her,” Senior Assistant Attorney General R. Christopher Knowles, New Hampshire Cold Case Unit Chief said in the release.

The New Hampshire Cold Case Unit encourages anyone with any amount of information to contact the group at [email protected] or (603) 271-2663.