State rules, federal shifts, and court decisions are landing faster than annual policy reviews can absorb. We track what changes what you actually have to do.
Federal investigators are probing pronoun practices and single-sex spaces while state and city laws point the other way, leaving people ops to document decisions site by site.
Read full story
With federal rulemaking unsettled and state salary floors resetting every January, the strongest defense of an exempt classification is current duties documentation, not the number on the offer letter.
A proposed federal joint employer standard and a restored salary floor for exempt workers converge in 2026, turning contingent and vendor-supplied labor into the sharpest wage-and-hour exposure HR owns.
ICE is building capacity for high-volume Form I-9 inspections, and employers get roughly three days to produce complete records. The defense is operational, not legal.
Maine's July 29 posting mandate closes a summer wave of state pay transparency laws, and the hard part is no longer publishing a range but proving which range you published, where and when.
Two Fifth Circuit judges just signaled they would revisit the 50-year-old burden-shifting test that lets employers win discrimination cases early, putting new weight on how HR documents every termination.
The Labor Department's proposed rewrite of the employee versus contractor test is still pending, and a reopened self-reporting lane gives HR teams a narrow, cheaper window to fix classification records first.
The EEOC has proposed ending the EEO-1 filing requirement, but state pay-data rules are expanding, and Title VII recordkeeping survives the report. Here is what people ops should keep intact.
The stories on this page, distilled into one email for HR leaders. Free, every week.
Unsubscribe anytime. We treat your data under a documented consent and outreach model.