Labor Law Updates

The legislative and regulatory landscape has shifted dramatically — and for HR teams, the question is no longer whether to adapt, but how quickly. The decisions made in 2025 are impacting HR compliance in 2026, and what worked before may not hold up today. Understanding what changed, and why, is the first step toward protecting your business going forward.

For many employees, hair is more than style – it’s identity. Across the country, states continue to adopt laws that prohibit race-based hair discrimination in the workplace, signaling a broader shift in how employers must approach grooming policies and inclusion.

Disability discrimination is one of the fastest-growing areas of enforcement by the Equal Employment Opportunity Commission (EEOC). In fiscal year 2024, the EEOC received more than 33,688 disability discrimination charges and secured nearly $700 million for victims, a 5% increase over the previous year. 

Diversity, equity and inclusion efforts are entering a more complex phase. In 2026, new DE&I regulations, court decisions and enforcement priorities will change how employers approach DE&I. For HR leaders and business owners, the question is no longer whether DE&I matters, but how to implement it effectively while staying compliant.

You’re likely familiar with the labor law posters required in your workplace, but those postings represent only one piece of today’s compliance puzzle. Employers are also responsible for distributing mandatory employee handouts directly to employees — often triggered by specific events, policies or workforce changes.