Labor Law Updates

The workers’ compensation system was created to provide benefits to employees who suffer a work-related injury or illness. As remote and hybrid work arrangements continue to evolve, many employers are surprised to learn that workers’ comp obligations do not stop at the office door. In most cases, remote employees are covered under the same state laws as on-site staff.

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.

On February 9, 2026, the U.S. Department of Labor’s Wage and Hour Division will announce the applicable minimum wage rates for workers performing work on or in connection with federal contracts covered by Executive Order 13658. These rates apply beginning May 11, 2026, to certain federal contracts entered into between January 1, 2015 and January 29, 2022, that were not renewed or extended on or after January 30, 2022.

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.

HR professionals face a rapidly evolving compliance landscape in 2026, shaped by new regulations, heightened enforcement and growing expectations for transparency and ethical practices. Staying ahead requires awareness, adaptability and the ability to turn complex rules into practical policies that protect both employees and the organization.