Reminder for New Hampshire Employers: Expanded Hiring Preferences to Veterans, Active‑Duty Service Members, and Military Spouses

What Happened?

As a reminder for all employers in new Hampshire, HB 64 (effective August 22, 2025) broadened who qualifies for hiring preferences and added a state procurement preference for disabled veteran‑owned and military spouse‑owned businesses.

• New statutory definitions now include “military spouse” (legally married to an active‑duty service member and a DEERS cardholder).

• Private employers may adopt a written, uniformly applied preference policy covering veterans, eligible service members (active duty), and military spouses.

• Private employers may adopt a written, uniformly applied preference policy covering veterans, eligible service members (active duty), and military spouses.
  • Employers may request any qualifying document to verify eligibility.

Overview

Why this matters: This change widens the eligible talent pool, supports military families, gives employers clear authority to implement lawful preference policies.

Key Risks for Employers

• Inconsistent application of preference (or undocumented decisions) can create equity and compliance issues.
• Outdated job postings/HRIS that omit military spouse/active‑duty categories may lead to missed eligibility or complaints.
• Insufficient verification processes (e.g., requesting only DD‑214) can exclude qualified active‑duty or spouse applicants.
• Lack of supervisor training on uniform scoring and documentation increases the risk of disparate‑treatment claims.

For additional details:

• New Hampshire Chapter 99-F – Veterans, Disabled Veterans’, And Military Spouses’ Preference In Public Employment
• New Hampshire Governor – Press Release
• New Hampshire HB 64 – Relative to extending hiring preferences for military members and their spouses to the state and private businesses, and establishing purchase preferences for disabled veterans and military spouses regarding state supply purchases
• New Hampshire – Chapter 275-G – Veterans’ Preference Employment Policy

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.