Expert Compliance Insights & Tips for Businesses

On February 18th, 2026, the Department of Labor (DOL) announced the launch of a modern open data portal. Specifically, according to the DOL, the data portal makes information more transparent. The data portal itself is also an efficient way for users to access data on the American workforce.

On February 13th, 2026, the U.S. Department of Health and Human Services’ (HHS’s) Office for Civil Rights (OCR) announced a new program involving substance use disorder information. Specifically, the program implements and enforces statutory and regulatory requirements that protect the confidentiality of substance use disorder patient records.

As February begins to wind down, the U.S. Department of Labor's (DOL’s) Occupational Safety and Health Administration (OSHA) wants to remind employers of their obligations regarding workplace injury and illness reporting. Specifically, many employers must submit workplace injury and illness information electronically by March 2nd, 2026.

Earlier this month, the U.S. Department of Labor's (DOL’s) Occupational Safety and Health Administration (OSHA) announced the launch of a voluntary, self-guided initiative on workplace safety programs. The new OSHA framework outlines several core practices employers should incorporate into their workplace safety and health plans.

Starting next week, on February 16th, 2026, the U.S. Department of Health and Human Services’ (HHS’s) Office for Civil Rights (OCR) is requiring all health plans and most health care providers to update their Notices of Privacy Practices (NPPs). Additionally, the Substance Abuse and Mental Health Services Administration (SAMHSA) is also reminding employers of the upcoming deadline.

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.