Compliance Stuff

Here are the top 10 workplace compliance items you should tackle in June 2026, based on the latest labor and employment law updates. _____ Prepare for potentially big changes from the EEOC. As employers wait for the EEO-1 reporting portal to open this year, the Trump administration just sent a proposal to the White House on May 14 aiming to end the requirement altogether. Here’s what we know so far and five steps you should take now while the process plays out. Additionally, on May 27, the agency took initial steps to end a safe harbor for employers with voluntary affirmative action plans. You can read more about this development here . _____ Catch up on the DOL’s overtime rule rescission. The DOL has formally wiped the Biden-era overtime rule from its regulations, cementing the $35K salary threshold put in place in 2019. Here’s everything you need to know about what the May 14 amendment means for your business. _____ Stay current on evolving immigration developments. Several sign...

Workers 55 and older now make up nearly a quarter of the US workforce and represent the labor force’s fastest growing age group. Further, while the Bureau of Labor Statistics projects that the overall labor force participation rate will slightly decline between 2020 and 2030, the rate for those in the 75-and-up age group is expected to grow by 96.5% during this same decade. What does an aging workforce mean for employers? This Insight will cover four key workplace law considerations as employees continue working later into their lives. 4 Key Compliance Considerations for Employers 1. Age Discrimination Risks An aging workforce heightens the importance of careful compliance with age discrimination laws. This is especially true in light of a recent AARP Research survey of workers age 50-plus, which showed that: 22% of respondents felt they were being pushed out of work because of their age; and 64% reported seeing or experiencing age discrimination in the workplace. The federal Age D...

Johnny C. Taylor Jr., SHRM-SCP, president and CEO of SHRM, testified March 25 before the U.S. Senate Special Committee on Aging in Washington, D.C. As the U.S. workforce ages and labor shortages persist, HR leaders are being called to reconsider long-standing assumptions about retirement, talent, and the value of experience. That message  took center stage  when Johnny C. Taylor Jr., SHRM-SCP, president and CEO of SHRM, testified March 25 before the U.S. Senate Special Committee on Aging in Washington, D.C., highlighting both the challenges and opportunities facing older workers. “America’s workforce is changing,” Taylor told lawmakers. “In 1994, about 12% of Americans age 65 and older were working. Today, it’s closer to 20%. And in the years ahead, the fastest-growing segment of our labor force will be individuals age 75 and older. This is not a temporary trend. It’s a structural shift — and it requires us to rethink how we approach work and retirement.” For HR leaders,...