Expert Compliance Insights & Tips for Businesses

On January 23rd, 2026, the Department of the Treasury (DOT) and the Internal Revenue Service (IRS) issued new Frequently Asked Questions (FAQs). Specifically, Fact Sheet 2026-01 addresses the new deduction for qualified overtime compensation under the One Big Beautiful Bill (OBBB).

Last week, the Department of Labor's (DOL’s) Wage and Hour Division (WHD) announced the launch of several compliance assistance tools. Specifically, these resources were designed to promote greater compliance with federal labor laws.

In the U. S., employers face a complicated web of federal and state regulations regarding workplace safety, equity, data security, and ethical behavior. For example, written policies are not enough to keep businesses compliant; workers must also know how to properly abide by those policies and what the business expects from them, and that is where compliance training comes into play. This article gives a more in-depth look at the definition of compliance training and why it is necessary for compliance.

Managing workplace compliance has become very complex recently as OSHA, EEOC, and state regulations continue to expand and evolve. For many employers, the challenge is how to choose the best LMS for compliance training that can keep pace with changing legal requirements. Occupational Safety and Health Administration (OSHA) now mandates that safety training be provided in a language workers can understand and requires employers to keep records showing each worker’s name, the trainer, and the date of training for the duration of employment. Also, the U.S. Equal Employment Opportunity Commission (EEOC)  practices emphasize interactive, leadership‑supported anti‑harassment training, and several states have turned those practices into law. Many employers are still using spreadsheets or generic learning tools for tracking the training, which risks missing deadlines and failing audits. A compliance‑focused learning management system (LMS for employee training) centralises training and recordkeeping, assigns courses based on role and location, and produces audit‑ready reports.

It is seen that managing compliance for a single worksite is already very challenging, and when it comes to multi-location compliance management, it becomes more difficult to manage everything. As each state, even each city or country, has established its own wage laws, leave requirements, employee claims, mandatory training and posting requirements, etc. Failing to keep up with these laws can cause costly penalties, citations, and even damage to the reputation of our organization. It is therefore very important to understand the key metrics to stay compliant and the best solutions for managing labor compliance across multiple locations.

Compliance with workplace laws requires knowledge and understanding of the difference between federal and state laws. Federal labor laws set the minimum standard; however, many state laws are more generous in providing additional protection, and local governments may have their own laws in addition to state law. Employers must have clarity as to which laws apply, what potential consequences there are for a lack of workplace compliance, and how to comply with the appropriate law based on a very complex, multi-level compliance system.

On January 22, the Equal Employment Opportunity Commission (EEOC) voted to rescind the 2024 enforcement guidance on harassment. In summary, “Enforcement Guidance on Harassment in the Workplace” explained the legal standards and employer liability applicable to harassment claims.

Many Employers in the United States are exposed each year to more labor law violation risks than any other type of compliance risk. Each day, the complexity of federal, state, and local regulatory statutes increases, making it more difficult to remain compliant with all of the various statutes. Even well-run organisations are now experiencing expensive financial penalties and reputational damage as a result of non-compliance with Labor Code requirements.

OSHA posting requirement is a very important workplace poster. It protects employers from staying compliant with federal and state laws, which applies to most U.S. workers.