Stay compliant in 2025 with our HR compliance calendar. From tax filings to key deadlines, find all the important dates HR pros need to know.
Employers using E-Verify will now sign in using Login.gov. Learn how to migrate your account with these simple steps.
Afghanistan TPS (temporary protected status) will be terminated, effective July 12, 2025. There are several recommendations for employers.
Texas SB 324 passed by the State Senate would require public and private employers to participate in the E-Verify system.
DHS has exercised its authority to terminate parole or other humanitarian programs. Here's how EAD revocation could impact employers.
DHS extended the H-1B Cap Gap period with a new rule, allowing students with pending or approved petitions to maintain work authorization.
Navigate 2025 HR compliance challenges, from mergers and acquisitions to new regulations, with key strategies to stay compliant and future-proof your workforce.
With the Military Wage Differential Credit, employers can receive tax credits in return for helping their service member employees on duty.
Employers in California, Connecticut and New York should be aware of how a Benefit Cost Rate could increase their FUTA Tax for 2025.
A new report finds that many U.S. employers are unprepared to track changing legislation or follow new compliance requirements. Learn why.
Learn about the recent Form I-9 changes and E-Verify updates for 2025 to ensure your organization meets new compliance requirements.
Virginia SB 1057 clarifies certain words and changes the total wages that could be earned which may disqualify a claim for a week's benefits.
South Dakota SB 26 reduces employer contribution rates and increases the administrative fee rate for reemployment assistance.
Nebraska LB 297 provides that in tax year 2025 only, the category twelve employment security tax rate will be 0.48.
Montana HB 210 requires the state's Department of Labor and Industry to crossmatch unemployment benefits applicants with DMV records.
Disqualifies claimants from receiving unemployment benefits if they are under investigation for falsifying evidence to obtain or increase benefits.
Idaho HB 53 amends existing law to add certain definitions for the prevention and deterrence of unemployment insurance fraud.
Michigan SB 975 updates language for when an individual is presumed to have voluntarily left work if absent for three consecutive workdays.
