Expert Compliance Insights & Tips for Businesses

State pay transparency laws have exploded over the last few years. What started as a few local ordinances is now a patchwork of statewide rules that are rewriting how employers advertise jobs, promote employees, and discuss compensation. For employers, staying compliant means more than just sticking a number in a job ad; it requires an understanding of how to train hiring managers and maintain accurate pay scales.

Businesses are using artificial intelligence to recruit, manage, and monitor their employees. New automated systems are filtering résumés and providing metrics on how long employees are working at their desks. While the efficiencies gained from these systems can be a benefit to employers, there is also a potential compliance risk associated with these systems. For example, the Equal Employment Opportunity Commission (EEOC) and state governments are increasingly focused on AI workplace compliance, scrutinizing AI systems for potential bias against protected classes of workers as well as for infringing upon employee privacy.

On December 2nd, 2025, the U.S. Department of Labor's (DOL) Occupational Safety and Health Administration (OSHA) issued a news release on the state of workplace safety enforcement. Specifically, the agency announced its standing and structure after the long federal government shutdown.

Last week, the Department of Labor (DOL) announced that it received nearly 50,000 comments regarding its proposed heat stress rule. Specifically, the rule would be overseen by the agency’s Occupational Safety and Health Administration (OSHA).

On November 19th, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) released new and updated educational materials on national origin discrimination. Notably, the recent announcement follows earlier claims by the agency that it would advance robust enforcement and awareness of national origin discrimination.

On November 13th, 2025, the Internal Revenue Service (IRS) unveiled updated benefit contribution limits for retirement plans beginning in 2026. In summary, the agency stated that these adjustments are part of its commitment to help Americans secure their financial futures.

On November 5th, 2025, the Department of the Treasury (DOT) and the Internal Revenue Service (IRS) issued guidance involving tip and overtime information reporting and penalties. Specifically, the guidance explains reporting penalty relief that will be available to employers and other payors for tax year 2025.

When it comes to running a business, the concept of “workplace training” can often fall by the wayside. However, ask any small business owner or manager, and they’ll tell you that achieving success takes more than offering great products and services. Markedly, it requires a strong, skilled, and compliant workforce.

On October 21st, 2025, the U.S. Department of Homeland Security (DHS) announced information regarding the deletion of specific E-Verify records. Released on the E-Verify website, the alert is an annual occurrence that verifies the destruction date for records more than 10 years old.

Since the signing of the OBBB, many federal agencies have enacted new laws and regulations to address the new bill. One such federal agency, the Internal Revenue Service (IRS), released new guidance just this past week on developments related to employment and the OBBB.