Beginning December 12, 2026, many New York private employers will be required to keep naloxone or another opioid overdose reversal medication available in the workplace.
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AI is beginning to capture more than workplace tasks…it’s starting to replicate the way employees think, communicate, and solve problems.
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Many business owners believe their HR is fine until a structured review replaces assumptions with a clear picture of the risks, gaps, and priorities they could not see before.
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New York employers have until November 8 to prepare for new requirements governing employee access to, notification about, and retention of personnel records.
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Maryland employers should act now to prepare for the state’s new paid family and medical leave program, with FAMLI registration now open and payroll contributions beginning January 1, 2027.
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With federal immigration enforcement expected to increase, now is the time for employers to review their Form I-9 compliance before an audit forces the issue.
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Not every HR issue carries the same level of risk, which is why knowing what is critical, major, and administrative can save a business time, money, and unnecessary disruption.
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Many businesses assume everything is fine because nothing has gone wrong yet, but hidden HR risks often stay quiet until they become expensive problems.
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If your employee handbook or job descriptions were put to the test tomorrow, would they protect your business - or expose it?
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With so many employment law updates already in motion, now is the perfect time for employers to pause, review, and make sure their HR practices are aligned for the year ahead.
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Before you label someone an independent contractor, make sure the reality of the working relationship - not just the paperwork - supports that decision.
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Wage and hour risks are rising in 2026, and a proactive compliance review now can help employers avoid costly claims later.
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