Labor Law Updates

From a small office of two to a sprawling workforce of 200,000, one rule always applies: Labor law posters need to be displayed correctly and consistently. Yet many employers still ask, How many labor law posters do I need? and Where should labor law posters be displayed?  Failing to maintain compliance can lead to costly fines and added risk, which makes it essential to understand the requirements and how to apply them properly across your entire workplace.

Workplace postings and employee notices serve the same broad purpose: keeping employees informed of their legal rights and responsibilities under federal, state and local laws. But they are not interchangeable — and treating them as such can leave your business exposed.

Handling a time-off request under the Family and Medical Leave Act (FMLA) is rarely straightforward. Unlike standard PTO requests, FMLA leave involves a web of federal, state and local regulations that many business owners find difficult to interpret and apply consistently. With a deeper understanding of the rules and a fair approach, you can keep your company in compliance. Here are nine real-world FMLA leave scenarios and what you should do to stay on the right side of the law.

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.

You might not see it coming. One dissatisfied employee files a complaint, and suddenly your business is the subject of a Department of Labor (DOL) investigation. Under the Fair Labor Standards Act (FLSA), the DOL has broad authority to examine your time and pay practices — from minimum wage and overtime pay to exemption classifications and recordkeeping. With the Wage and Hour Division overseeing labor laws for more than 148 million workers, no employer is too small to be scrutinized.