Main LD 2101 Change Notification Maine LD 2101 introduces a new financial penalty for employers whose unemployment insurance (UI) payments are returned unpaid under the state’s Employment Security Law. If a payment fails for any reason, such as insufficient funds, a closed or invalid account, or a stop-payment order, the Maine Department of Labor is required to assess a penalty. The penalty will be the greater of $25 or 1% of the unpaid contribution amount. This formalizes a consistent consequence for invalid or rejected UI payments. Effective Date Maine LD 2101 introduces a new financial penalty for employers whose unemployment insurance (UI) payments are returned unpaid under the state’s Employment Security Law. If a payment fails for any reason, such as insufficient funds, a closed or invalid account, or a stop-payment order, the Maine Department of Labor is required to assess a penalty. The penalty will be the greater of $25 or 1% of the unpaid contribution amount. This formalizes a consistent consequence for invalid or rejected UI payments. Main LD 2101 Implication to Stakeholders This change increases the financial and administrative risk associated with errors in UI payment processing. Even inadvertent issues, such as banking errors or timing mismatches, can now result in additional costs. Employers with high contribution volumes or frequent transactions may be particularly exposed, as even small percentage-based penalties can accumulate. Additionally, repeated payment failures could draw increased scrutiny from the state and potentially impact an employer’s compliance standing. Recommended Action Employers should review and strengthen their internal payroll and payment processes to ensure all UI contributions are accurate and successfully processed on the first attempt. This includes verifying bank account information, maintaining sufficient account balances, and coordinating closely with payroll providers or third-party administrators. Implementing internal controls or payment verification steps prior to submission can help prevent avoidable penalties. Regular reconciliation of UI payments and prompt resolution of any rejected transactions will also be critical under this new requirement.

Indiana Senate Bill 162 Change Notification This measure makes several changes to Indiana’s unemployment insurance law that may affect benefit eligibility, employer coverage, and claims processing: Vacation and sick pay excluded from deductible income Payments for accrued vacation or sick leave will no longer be treated as deductible income when determining unemployment benefits. As a result, individuals may be eligible to receive full unemployment benefits even if they receive these types of payments at separation. “Suitable work” definition limited to extended benefit claims The definition of suitable work has been narrowed to apply primarily to extended benefit claims. This change may impact how refusals of work are evaluated outside of extended benefit periods. Revised definition of employment for certain organizations The law removes the requirement that religious, charitable, and educational organizations must employ four or more individuals to be considered subject to unemployment insurance. This change may expand coverage to smaller organizations that were previously excluded. Limited direct deposit disbursements authorized The Department of Workforce Development is now permitted to issue certain unemployment benefit payments via direct deposit, allowing for more efficient distribution of benefits. Additional benefits for disaster unemployment assistance claims Individuals filing for Disaster Unemployment Assistance may qualify for expanded benefits under qualifying circumstances, increasing the potential duration or amount of assistance available. Effective Date July 1, 2026 Indiana SB 162 Implication to Stakeholders These changes may result in increased unemployment benefit payouts on certain claims, particularly due to the exclusion of vacation and sick pay from deductible income, which could impact employer chargeability and future unemployment tax rates. Employers, especially smaller religious, charitable, and educational organizations, should review their status to determine if they are now subject to unemployment insurance coverage and related reporting requirements. Additionally, adjustments to how “suitable work” is defined may influence claim determinations involving job refusals. Overall, employers should be prepared for potential changes in claims handling, benefit costs, and compliance obligations under Indiana law. Recommended Action Employers should review their separation and payroll practices to account for the exclusion of vacation and sick pay from deductible income, as this may increase potential claim costs. Organizations, particularly smaller religious, charitable, and educational employers, should evaluate whether they are now subject to unemployment insurance coverage and ensure proper registration and reporting compliance. Employers should also monitor unemployment claims more closely, including job refusal issues, and respond promptly to agency requests. Finally, consider consulting with your unemployment insurance representative or advisor to assess potential impacts on your tax rate and claims strategy.

Trust is tested in moments most organizations overlook. In this webinar, Hidden Moments That Build Employee Trust, experts from Experian Employer Services and H3HR Advisors explored how routine HR compliance and operational processes—such as onboarding, payroll accuracy, employment verification, and tax withholding—play a critical but often invisible role in shaping employee trust.  While employees rarely think about HR systems, they deeply feel the impact when these processes fail—especially during major life moments like starting a new job, securing housing, managing benefits, or ensuring timely pay. When organizations invest in reliable infrastructure and reduce friction in these hidden moments, they create stability, predictability, and confidence that carry forward into engagement, retention, and performance.  The key takeaway: Compliance isn't just about checking boxes—it's about showing up for employees when it matters most.   Why trust is built in the moments we don't talk about  Historically, compliance processes have been treated as back-office necessities—tasks that must be completed to avoid audits, fines, or legal exposure. But as the panel emphasized, employees don't experience compliance as a transaction. They experience it as support—or friction—during some of the most stressful moments of their lives.  Employees aren't thinking about systems. They're thinking about questions like:  Will I get paid correctly and on time?  Will my employment be verified so I can rent an apartment or buy a home?  Will my benefits work when my family needs them?  When HR processes are reliable, employees rarely notice. When they break down, trust erodes instantly—not only in HR, but in the organization.  The Hidden Infrastructure of Trust  The webinar highlighted a powerful truth: trust is built through consistency and dependability over time.  Research shared during the session underscores why this matters:  Only 61% of employees say they are very confident their payroll and withholdings are correct, meaning nearly 40% are unsure.  50% of employees would struggle to meet financial obligations if their paychecks were delayed by just one week.  Errors or delays in HR operations aren't just administrative inconveniences. They introduce stress into employees’ lives—and often into their families’ lives—at moments when stability matters most.  Where Trust Is Most at Risk  Trust is especially tested at the intersection of HR processes and real-life moments, when everyday administrative tasks carry real personal stakes for employees. From new‑hire onboarding and I‑9 verification—where first impressions are formed and early delays can undermine confidence—to payroll and tax withholding, where inaccurate or unpredictable pay can quickly erode trust, these processes shape how employees experience their employer.   Employment and income verification directly affect an employee’s ability to secure housing, loans, or transportation, while benefits enrollment tied to life events such as marriage, childbirth, or medical needs increases sensitivity to errors and miscommunications. Even programs like the Work Opportunity Tax Credit (WOTC) extend beyond compliance, opening doors to employment while delivering measurable business value. Many of these issues never escalate to leadership, yet they have a profound impact on individual employees—making their invisibility to executives precisely what makes them so risky.  Friction Is the Enemy of Trust  The panel consistently returned to one theme: reduce friction everywhere you can.  Friction shows up as:  Manual handoffs and workarounds  Delays caused by fragmented systems  Knowledge locked in one or two tenured team members  Rework, errors, and exception handling  Modern HR infrastructure—especially when paired with trusted partners—helps reduce this friction by improving accuracy, speed, and reliability for everyone involved: HR teams, employees, and third parties alike. The goal isn't more process. The goal is fewer steps, fewer errors, and greater confidence.  How to Measure Trust and Not Just Compliance  Traditional compliance metrics matter—but they don't tell the full story.  In addition to tracking accuracy, timeliness, and audit outcomes, organizations can measure trust by asking questions such as:  How confident are you in our HR processes?  Was this experience simple and predictable?  Did issues get resolved quickly and clearly?  Do you feel confident reaching out to HR again?  Short, well-timed feedback—embedded naturally at the end of key HR experiences—can surface powerful insights without overwhelming employees.  Over time, these signals connect directly to engagement, retention, and performance outcomes.  Key Takeaways Compliance is a powerful trust-building opportunity, because routine HR processes quietly shape how employees feel about their employer—often more than headline initiatives ever do. What may feel ordinary to HR teams, such as onboarding, payroll, or employment verification, can be life‑altering for employees and their families, especially during moments of financial or personal transition. When these processes are predictable and accurate, reliability creates calm—reducing stress and reinforcing confidence in the organization.   That reliability depends on strong infrastructure: the right technology and trusted partners allow HR to move from reactive problem‑solving to proactive support. Over time, trust compounds through these small, unseen moments; handled consistently and well, they create lasting credibility and a stronger, more resilient employee experience.  Reframing Compliance as Care The most powerful shift discussed in the webinar was a mindset change: Compliance isn’t just about risk mitigation—it’s about care, predictability, and partnership.  When organizations show employees they've thought ahead, invested in reliability, and designed systems around real life—not just regulations—trust follows naturally.  Download the Webinar On-Demand Want the full conversation, real-world examples, and additional insights from Experian Employer Services and H3HR Advisors?  Download the full webinar recording and slides to explore how modern HR infrastructure turns hidden compliance moments into lasting employee trust. 

Washington House Bill 2264 Change Notification Washington House Bill 2264 expands the definition of when an employee is considered unemployed “through no fault of their own” for unemployment insurance purposes. Individuals who voluntarily elect to be included in a layoff or workforce reduction, after the employer initiates the process, may still qualify for unemployment benefits. Specifically, if the employer announces a planned reduction in force and an employee volunteers to be part of that reduction, the separation will still be treated as employer-initiated. The law also clarifies that allowing an employee to rescind their offer to be included in the layoff does not impact eligibility, and it excludes situations involving voluntary early retirement incentives or benefit modifications. Effective Date 90 days after adjournment Washington HB 2264 Implication to Stakeholders This change broadens eligibility for unemployment benefits in workforce reduction scenarios, which may lead to an increase in chargeable claims against employer accounts. Even when employees proactively volunteer for separation, these separations will generally be treated as employer-driven if the layoff process was initiated by the employer. As a result, employers may see higher unemployment insurance costs and reduced ability to contest claims on the basis that the separation was voluntary. Recommended Action Employers should review and potentially revise their workforce reduction policies and communication strategies to ensure clarity around layoff processes. It is advisable to carefully document that the employer initiated the reduction and maintain detailed records of all employee communications and decisions. Additionally, employers should anticipate potential increases in unemployment claims tied to voluntary layoff participation and consider incorporating this into workforce planning and cost projections. Consulting with unemployment insurance advisors or legal counsel can also help ensure compliance and effective claim management under the new standard.

California Senate Bill 854 Change Notification This measure updates the California Unemployment Insurance Code to clarify how official notices can be delivered. Specifically, it expands the definition of “mail,” “mailed,” or “mailing” to include not only traditional paper documents sent through the U.S. Postal Service or other carriers, but also electronic communications such as emails or online notifications. Effective Date January 1, 2026 California SB 854 Implication to Stakeholders For employers, this means that important unemployment insurance notices—such as claim determinations, requests for information, or appeal deadlines—may be sent electronically rather than by paper mail. As a result, it is important to regularly monitor any designated email addresses or online accounts to ensure timely responses and avoid missing critical deadlines that could impact claims or your unemployment tax rate. Recommended Action Employers should review and update their internal processes for receiving unemployment insurance communications. This includes confirming that the correct email addresses are on file with the state, regularly monitoring designated inboxes and employer portals, and assigning responsibility to a specific individual or team for timely review and response to all notices. Employers may also want to implement backup monitoring procedures, such as shared inboxes or alerts, to reduce the risk of missed communications that could negatively impact claims outcomes or unemployment tax rates.

For years, many employers treated Form I-9 compliance as routine HR administration. A missing date, an unchecked box, or an incomplete field was often dismissed as a minor clerical issue, something that could be corrected later if an audit ever occurred. That era is over. U.S. Immigration and Customs Enforcement (ICE) has issued updated Form I-9 inspection guidance that significantly redefines what constitutes a substantive violation under Immigration and Nationality Act § 274A. What were once correctable technical errors can now trigger immediate fines, even when every employee is fully authorized to work in the United States. The regulatory shift is subtle on paper but financially serious in practice. What Has Changed: Historically, ICE distinguished between: Technical violations: Minor errors or omissions that employers had 10 business days to correct after notice Substantive violations: Failures that went to the heart of employment eligibility verification and resulted in fines Under ICE’s updated guidance, that line has moved. ICE has reclassified several common Form I-9 mistakes from “technical” to “substantive.” This means: No correction period No grace window Immediate exposure to civil penalties The focus is no longer on intent or outcome, but on strict procedural precision. Errors Newly Reclassified as Substantive Violations The following errors were previously considered technical but are now treated as high-risk, substantive violations that result in immediate fines if identified during an inspection: Section 1 (Employee Information and Attestation) Missing date of birth Failure to date Section 1 Use of the Spanish Form I-9 outside Puerto Rico Section 2 (Employer Review and Verification) Missing date of hire Failure to date Section 2, including the certification date Missing employer or authorized representative title Completion of Section 2 after the three-business-day deadline Supplements and Additional Requirements Preparer/Translator (Supplement A) omissions, including: Missing full name Missing address Missing signature Missing date Missing rehire date in Supplement B ICE now views these omissions as a failure to properly verify employment eligibility, not paperwork oversight. Legible Copy Retention: A Longstanding Exception Eliminated Previously, ICE allowed a “legible copy” exception. If required document details (such as document title, number, or expiration date) were missing from Section 2 but appeared elsewhere on the form or on a clear photocopy, the error was often treated as technical. That exception no longer exists. Under the updated guidance: Missing document titles, numbers, or expiration dates are substantive violations Retained photocopies do not cure incomplete fields Information appearing elsewhere on the form does not mitigate the error In short: if it’s missing from the required field, it’s a violation regardless of supporting documentation. Remote Verification Failures Are Now Substantive ICE has also raised the stakes for employers using DHS-authorized remote document examination (alternative procedures). The following procedural failures are now substantive violations: Failing to check the Alternative Procedure box on Form I-9 Conducting remote verification without being an active E-Verify participant in good standing Even if the documents were reviewed and the employee is authorized, failure to strictly follow DHS procedures invalidates the verification. Newly Classified Technical Violations (10-Day Correction Window Still Applies) ICE has clarified that certain errors remain technical violations, allowing employers a 10-business-day window to correct them after notice: E-Verify Social Security number mismatches Missing employee name on additional pages or supplements Missing “other last names used,” email address, or phone number Missing updated name during reverification in Supplement B While still compliance risks, these errors do not carry the same immediate financial consequences.                What This Means for Employers and Compliance Tools Penalties for Form I-9 paperwork violations are adjusted annually for inflation and currently range from approximately $281 to $2,789 per form. The math escalates quickly. ICE’s updated guidance makes one thing clear: precision is now the standard. For employers, HR teams, and compliance platforms, this means: Validation logic must be updated to reflect new substantive classifications Error categorization must clearly distinguish immediate-risk violations Reporting outputs must align with current ICE enforcement priorities “Good faith” assumptions can no longer substitute for complete and accurate data Automation and AI driven compliance systems must evolve alongside enforcement expectations, or they risk giving false confidence. How to Protect Your Business To reduce exposure under the new standards, employers should take proactive steps now: Conduct Internal I-9 Audits to identify technical errors that can still be corrected before they become substantive liabilities. Train HR and Hiring Managers Purge Old I-9s and retain forms only for 3 years after hire or 1 year after termination, whichever is later. Excess records increase audit risk. Ensure strict compliance with DHS alternative procedures and active E-Verify participation. Form I-9 compliance is no longer about “getting close enough.” A missing date, unchecked box, or incomplete title can now trigger immediate, costly penalties. ICE has made its position clear: small mistakes have big consequences. If your organization or your compliance technology has not yet adjusted to these changes, now is the time. Connect with our experts to learn how you can make the transition to better compliance.

West Virginia Senate Bill 1053 Change Notification West Virginia Senate Bill 1053 authorizes the creation of a new Unemployment Automation and Administration Fund. This fund will be financed by assessing an annual fee of 7% of the employer’s taxable wages for the twelve-month period ending the preceding June 30. The assessment is subject to an annual cap of $18 million and only if the state’s unemployment trust fund balance remains above $300 million. Employers with a rate equal to zero are exempt from the payment of this assessment. Each liable employer will be notified of the amount due by March 31 of each year. The amount due will be considered delinquent if not paid within 30 days of the mailing date. The purpose of the fund is to modernize the state’s unemployment insurance systems, enhance job search and workforce development services, and support administrative operations. The Commissioner of WorkForce West Virginia is granted authority to implement and manage the fund through rulemaking. Effective Date July 1, 2026 West Virginia SB 1053 Implication for Stakeholders While this measure does not increase overall employer contribution rates, it creates an additional tax to be paid outside of the employers’ quarterly tax payment and is for administrative and system improvements rather than directly into the unemployment trust fund. Employers may indirectly benefit from more efficient claims processing, improved system functionality, and enhanced workforce services. However, there may be some concern around how long this assessment may be in place.  Once the fund reaches $60 million or July 1, 2031, whichever comes first, the assessment will be discontinued.  Recommended Action Employers should monitor communications from WorkForce West Virginia regarding any operational or procedural updates tied to system modernization efforts. It would also be prudent to stay informed on any future rulemaking that could affect reporting, claims handling, or employer responsibilities. Internally, employers may want to review their unemployment claims management processes to ensure they are prepared to take advantage of improved system capabilities as they are implemented.

The IRS has released draft December 2026 versions of Forms 1099-NEC and 1099-MISC, and the changes are more than cosmetic. Both drafts introduce new fields for cash tips, Treasury Tipped Occupation Codes, and overtime compensation, reflecting reporting changes tied to deductions created under recent federal legislation. The drafts also rework how payer address information is displayed, splitting what was previously a single payer name-and-address block into multiple separate fields. Because these are draft forms, they are not yet final, but they give payroll, tax, and information-reporting teams an early look at where compliance is heading. On the draft 2026 Form 1099-NEC, the familiar Box 1 for nonemployee compensation becomes Box 1a. New Box 1b is used for cash tips, Box 1c for Treasury Tipped Occupation Code(s), and Box 1d for overtime compensation. The recipient instructions in the draft make clear that the amounts shown in Boxes 1b and 1d are already included in Box 1a. The draft 2026 Form 1099-MISC follows the same policy direction, but with a different box layout. It adds Box 13a for cash tips, Box 13b for Treasury Tipped Occupation Codes, and Box 14 for overtime compensation. The form also removes the prior numbering for the FATCA filing requirement checkbox; on the 2025 version, that item appeared as Box 13, but in the 2026 draft it is no longer numbered. What changed from the 2025 versions? In 2025, Form 1099-NEC had a much simpler structure: Box 1 was Nonemployee compensation, followed by the direct-sales checkbox in Box 2, excess golden parachute payments in Box 3, and federal and state tax boxes after that. There were no separate fields for cash tips, Treasury Tipped Occupation Codes, or overtime compensation. The payer information area also appeared as one combined name/address block rather than multiple separated fields. Likewise, in 2025, Form 1099-MISC did not have dedicated boxes for tips or overtime. Instead, the form showed Box 13 as FATCA filing requirement, Box 14 as reserved for future use, and Box 15 as Nonqualified deferred compensation. In the 2026 draft, those positions shift materially: the FATCA checkbox loses its box number, the formerly blank Box 14 becomes overtime compensation, and the new tip-related items appear as Boxes 13a and 13b. That is a meaningful redesign, not a minor edit. Why this matters These drafts suggest the IRS is preparing to make Forms 1099-NEC and 1099-MISC part of the operational framework for new federal deductions tied to tipped income and overtime compensation. That creates downstream implications for payer systems, year-end reporting logic, tax engine mapping, and recipient communications. Any organization that issues 1099s for nonemployee compensation or miscellaneous income should expect form logic, data capture, and possibly onboarding workflows to change before the 2026 filing cycle is finalized. Bottom line The 2026 draft Forms 1099-NEC and 1099-MISC move beyond traditional income reporting by carving out specific reporting lines for cash tips, Treasury Tipped Occupation Codes, and overtime compensation. Compared with the 2025 forms, the 2026 drafts introduce a more granular reporting structure and alter box numbering in ways that will matter for tax products, payroll systems, and compliance teams. These forms are still drafts, so teams should treat them as directional rather than final, but the reporting intent is already clear. Comparison Guide Form2025 version2026 version1099-NECBox 1 = Nonemployee compensationBox 1 becomes 1a; adds 1b Cash tips, 1c Tipped Occupation Codes, 1d Overtime compensation1099-NECNo separate tip or overtime reportingTip and overtime amounts are called out separately but included in Box 1a1099-NECSingle combined payer name/address areaPayer name and address split into separate fields1099-MISCBox 13 = FATCA filing requirement; Box 14 reserved for future use13a Cash tips, 13b Tipped Occupation Codes, 14 Overtime compensation; FATCA checkbox no longer numbered1099-MISCNo dedicated tip or overtime boxesNew dedicated fields support deduction-related reporting changes

The Work Opportunity Tax Credit (WOTC) has long been a valuable federal incentive designed to encourage employers to hire individuals from targeted groups who face barriers to employment. While the program is currently in a legislative hiatus, forward-looking employers should not interpret this pause as a reason to disengage. In fact, maintaining WOTC screening practices now positions organizations to capture significant tax credits if and when the program is reauthorized. WOTC is a federal tax credit available to employers who hire individuals from specific target groups, such as veterans, long-term unemployed individuals, SNAP recipients, and others. Depending on the category and tenure of the employee, credits can range from hundreds to several thousand dollars per qualified hire. Retroactive WOTC Eligibility Historically, when WOTC lapsed and later reinstated, Congress applied retroactive eligibility, allowing employers to claim credits for hires made during the hiatus period, provided proper documentation and screening were completed at the time of hire. The key principle here is documentation timing. WOTC eligibility hinges on completing prescreening (IRS Form 8850) on or before the day of the job offer and submitting it within required timeframes once the program is active. Why Employers Should Screen for WOTC During the Hiatus If employers stop screening now, they risk: Losing retroactive eligibility for hires made during the hiatus Missing out on potentially substantial tax credits Creating compliance gaps that cannot be corrected after the fact Conversely, employers who continue screening: Preserve eligibility for retroactive credits Maintain consistent hiring workflows Avoid operational disruption when the program resumes Given the historical pattern of WOTC reinstatement, continuing screening is a low-risk, high-upside strategy. To ensure compliance and maximize potential credits, employers should adhere to the following best practices: Integrate Screening into the Hiring Workflow: WOTC prescreening should occur seamlessly during the application or onboarding process, ideally embedded within your ATS or HRIS system. This is critical to maintaining an efficient process within your organization.  Ensure Timely Completion of IRS Form 8850: The form must be completed no later than the date of the job offer. Late completion invalidates eligibility and there are no do-overs. Once the document is late, employers have no further rights.  Maintain Consistent Candidate Experience: Screen all applicants uniformly to avoid bias or compliance risks. WOTC screening should be standardized and nondiscriminatory. This will ensure clean audit results, should your organization be audited.  Retain Documentation Rigorously: Proper recordkeeping is critical, especially during a hiatus period when submission timelines may shift upon program reauthorization. Once again, this is beneficial if your organization is under audit. Monitor Legislative Updates: Stay informed on WOTC status changes so submissions can be made promptly when the program resumes. Our website publishes updates as soon as they are made available. While the concept of WOTC is straightforward, execution is not. Employers often underestimate the administrative burden involved: Managing time-sensitive forms and deadlines Tracking eligibility across multiple target groups Navigating varying state workforce agency requirements Handling documentation audits and compliance reviews Monitoring legislative changes and submission windows For organizations with high hiring volumes or even moderate decentralized hiring, this can quickly become resource-intensive and error-prone.  The WOTC hiatus is not a pause in opportunity, it’s a test of preparedness. Employers who continue disciplined screening practices now will be best positioned to capitalize on retroactive credits when the program resumes. Maintaining compliance, consistency, and operational efficiency during this period can be challenging but it doesn’t have to be. Experian Employer Services provides a comprehensive, scalable solution to manage the full WOTC lifecycle with precision and efficiency. With Experian Employer Services as your partner, you can confidently navigate the hiatus while preserving every potential dollar of tax credit available to your organization. Questions about how to best manage your WOTC process during its hiatus? Reach out to our experts:

A recent announcement by Virgin Islands Governor Albert Bryan Jr. and the Labor Commissioner, Gary Molloy, marks a significant turning point for the territory’s unemployment insurance (UI) system and could signal meaningful FUTA tax relief for employers in the near future.  For organizations with employees in the Virgin Islands, this development deserves close attention as it may directly impact federal unemployment tax exposure after more than a decade of elevated costs. FUTA Costs Add Up Under the Federal Unemployment Tax Act (FUTA), employers are subject to a standard 6.0% federal unemployment tax rate on the first $7,000 of wages per employee. Most employers, however, qualify for a 5.4% credit for contributions paid into a state or territorial UI system, resulting in an effective FUTA rate of 0.6%.  When a state or territory borrows from the federal government via Title XII advances, and does not repay those loans within the required timeframe, the FUTA credit is reduced. These credit reductions begin at 0.3% and increase annually, for each year the loan remains outstanding. Over time, this can significantly increase employer costs. In long-term borrowing jurisdictions, FUTA rates can rise well above 3.0% and in extreme cases, exceed 5.0% per employee.  The Virgin Islands has been one of the most impacted jurisdictions in the country, carrying outstanding federal UI loans since approximately 2010. As a result, employers in the territory have faced continuous FUTA credit reductions for more than 15 years. Virgin Islands FUTA Rates During this period, credit reduction rates escalated annually, creating a compounding cost burden for employers. In recent years, the Virgin Islands reached among the highest FUTA effective rates nationwide, materially increasing per-employee federal unemployment tax liability compared to the standard 0.6% rate most employers expect.  For multi-state employers or those less familiar with territorial UI dynamics, this has been an important and often costly exception to typical FUTA assumptions. On March 30, 2026, Government House announced that the Virgin Islands’ Unemployment Insurance Trust Fund is now back in the black for the first time in over 15 years.  This milestone reflects a substantial financial turnaround.  After peaking at nearly $100 million in federal loan debt, the territory has made consistent progress toward repayment and now reports a positive trust fund balance. This indicates that the Virgin Islands is at full repayment of its federal advances.  From a compliance and tax perspective, this is a critical inflection point. Although FUTA credit reductions are determined annually by the U.S. Department of Labor and will still apply for the current tax year, this development positions employers for potential relief in upcoming years.  FUTA credit reductions are directly tied to outstanding federal loan balances. Once those loans are fully repaid and remain repaid through the applicable measurement period, the jurisdiction can begin to exit credit reduction status. The Virgin Islands’ return to solvency strongly suggests that this process is underway. Employers may begin to see incremental reductions in FUTA rates as early as the next certification cycle, depending on federal determinations. Over time, this could bring rates back in line with the standard 0.6% effective FUTA rate, significantly lowering per-employee costs. Incoming FUTA Tax Relief for Virgin Islands Employers For the past decade, employers have had to account for annually increasing FUTA costs in the Virgin Islands. A solvent trust fund reduces uncertainty and supports more stable tax forecasting moving forward.  A positive trust fund balance indicates improved program health and lowers the likelihood of future federal borrowing. This reduces the risk of re-entering a cycle of credit reductions, which can be particularly disruptive for long-term workforce planning.  For employers operating in the Virgin Islands, this announcement represents a meaningful and positive shift after years of elevated federal unemployment tax costs. While no immediate changes to FUTA rates have been announced, the territory’s restored solvency is a foundational step toward eliminating credit reductions and reducing employer tax liability.  We recommend that employers continue to monitor federal FUTA certification updates later this year, evaluate potential tax savings scenarios for 2026 and beyond and coordinate with their tax or TPA partners to adjust forecasting assumptions as more guidance becomes available. In short, while the impact will not be immediate, the trajectory is clearly favorable. Employers should view this development as an early indicator of future FUTA relief and a more stable UI tax environment in the Virgin Islands.  We will continue to monitor this situation and provide updates as they occur.

By early 2027, employers will be preparing Forms W-2 for tax year 2026 under several updated IRS reporting requirements. The IRS finalized the 2026 General Instructions for Forms W-2 and W-3 on January 30, 2026, introducing new reporting codes, adjustments to certain fields, and clarifications tied to recent legislation.  At the same time, the 2026 Form W-4 was updated to reflect new federal deduction provisions affecting individual withholding calculations. While the overall structure of the form remains familiar, the updates may affect how employees complete withholding elections.  Below is a high-level overview of the most notable changes and what payroll, HR, and finance teams should understand before the 2026 reporting cycle. What Changed on the 2026 Form W-2  New Box 12 Codes: TP and TT  For tax year 2026, the IRS introduced new Box 12 reporting codes tied to recent individual tax provisions.  Code TP - Total amount of cash tips reported to the employer.  Code TT - Total amount of qualified overtime compensation.  These additions support reporting related to new deductions available to certain individuals under Public Law 119-21. Although these deductions may affect employees’ individual tax returns, tips and overtime compensation generally remain subject to federal income tax withholding and payroll taxes.  The instructions also clarify that only the premium portion of overtime pay qualifies for reporting under Code TT. For example, in a time-and-a-half scenario, only the additional half-rate portion of overtime compensation is reported under this code.  Another code introduced for 2026 is Code TA, which is used to report certain employer contributions to “Trump accounts,” a new type of individual retirement account created under Public Law 119-21.  Why this matters  The information reported in these fields may originate from multiple systems, including timekeeping platforms, point-of-sale systems, or payroll calculations. Ensuring consistency across these data sources will be important when preparing year-end reporting.  Box 14 Changes: Introduction of Box 14b  Historically, Box 14 served as a flexible field used to report miscellaneous payroll information. For 2026 reporting, the IRS revised this section by dividing it into two fields.  Box 14a - “Other,” which continues to allow employers to report various informational items.  Box 14b - Treasury Tipped Occupation Code(s).  Employers reporting tips using Code TP must also include the applicable Treasury Tipped Occupation Code in Box 14b.  Why this matters  Employers with tipped employees may need to confirm that their payroll or HR systems can associate the correct occupation codes with the employees receiving tips. This may require coordination between HRIS job coding and payroll reporting.  What Changed on the 2026 Form W-4  The basic five-step structure of the Form W-4 remains the same. However, the IRS updated the form and related instructions to reflect new federal deduction provisions enacted under Public Law 119-21.  Key updates include:  A new checkbox allowing employees to indicate exemption from withholding.  Updated language in Step 4(b) describing how employees may account for certain deductions when determining withholding.  An updated deductions worksheet reflecting recent legislative changes.  Why this matters These changes primarily affect employees completing the form rather than employers administering payroll. Employers should focus on ensuring the correct version of the form is used and that completed forms are properly maintained.  Operational Considerations  Although the IRS changes focus mainly on reporting fields and withholding forms, organizations may want to review how payroll data flows across systems. Data elements such as tips, overtime classifications, and job-based eligibility may originate outside payroll and should align with year-end reporting outputs.  Many organizations address this by periodically reviewing exception reports, validating data inputs, and reconciling payroll outputs with source systems.  Supporting 2026 Payroll Readiness  As reporting requirements become more detailed, many organizations look beyond payroll processing alone and evaluate how data flows across systems, including timekeeping, HRIS, and year-end reporting outputs.  This is particularly relevant for 2026, where new reporting elements such as Box 12 codes for tips and overtime, as well as Box 14b occupation codes, may depend on data that originates outside payroll.  Organizations may choose to work with external providers to support areas such as data validation, workflow management, and employment-related compliance processes. This can include confirming system readiness, aligning data mappings, and improving visibility into payroll outputs before year-end filing.  Experian Employer Services provides solutions across areas including I-9 management, tax withholding, employment verification, and W-2 reporting. These capabilities can help support broader workforce compliance processes that intersect with payroll reporting.  Regardless of provider, responsibility for accurate reporting remains with the employer. Many organizations address this by reviewing internal processes, coordinating across systems, and validating outputs throughout the year.  Preparing for Year-End Reporting  For many organizations, preparing for W-2 reporting is an ongoing process rather than a year-end activity. Reviewing payroll data periodically throughout the year can help identify inconsistencies early and reduce the need for corrections during filing season.  This may include reviewing exception reports, validating key data elements such as tips and overtime classifications, and confirming that reporting outputs align with source systems.  Taking a proactive approach can help organizations better understand how 2026 reporting requirements apply within their environment and support a smoother filing process in early 2027. Explore how your organization can improve year-end readiness by speaking with one of our experts.

USCIS has updated its guidance to clarify that automatic extensions of TPS based EADs are now significantly reduced for many beneficiaries due to three major changes: Country specific Federal Register notices DHS interim final rule effective Oct. 30, 2025 Implementation of the One Big Beautiful Bill Act (H.R. 1) on July 22, 2025 As a result, many TPS applicants can no longer rely on the longer, up to 540 day automatic EAD extensions previously available. Key Change: 1 Year Limit on Certain Automatic Extensions If you have TPS, hold a TPS based EAD, and filed your EAD renewal on or after July 22 but before Oct. 30, 2025, USCIS will only grant an automatic extension of: Up to 1 year, or The remaining duration of the country’s TPS designation,whichever is shorter. Even if your Form I 797C receipt notice lists a 540 day extension, you cannot use it if it falls under this time window. Exception: Renewal Applications Received on or Before July 21, 2025 If your I 797C receipt notice shows a Received Date of July 21, 2025, or earlier, then: The up to 540 day automatic extension still applies. However, any portion after July 22, 2025, is also capped at: 1 year from July 22, 2025, or The end of the TPS designation, whichever is sooner.

Following a federal court order on February 2, 2026, the termination of Haiti’s Temporary Protected Status (TPS), originally scheduled for February 3, 2026, is currently stayed. As a result, work authorization for eligible Haitian TPS beneficiaries remains valid through July 1, 2026. What This Means for Employers & Employees Employment Authorization Documents (EADs) issued under Haiti TPS with any of the following original expiration dates are automatically extended by court order: Feb 3, 2026 Aug 3, 2025 Aug 3, 2024 Jun 30, 2024 Feb 3, 2023 Dec 31, 2022 Oct 4, 2021 Jan 4, 2021 Jan 2, 2020 Jul 22, 2019 Jan 22, 2018 Jul 22, 2017 All are valid through July 1, 2026. Form I 9 Guidance Section 1 – Employee: Enter: “as per court order” in the expiration date field. Section 2 – Employer: Enter the EAD document info and use expiration date: “July 1, 2026.” Add a note in the Additional Information box referring to the court order. Example: per Miot et al. v. Trump et al., No. 25 cv 02471 ACR (D.D.C.). Employers may also attach the DHS Alert and TPS Haiti webpage printouts to the Form I 9 for documentation purposes. E-Verify Guidance Use July 1, 2026 as the expiration date when updating or creating an E Verify case.

Federal courts have issued stays on the termination of TPS designations for Syria, Ethiopia, Burma, and South Sudan. As a result, certain TPS‑related Employment Authorization Documents (EADs) remain valid beyond their printed expiration dates. Below is the updated breakdown. Syria – TPS Termination Stayed Original termination date: Nov. 21, 2025 Court case: Dahlia Doe v. Noem, 25‑cv‑8686 (S.D.N.Y.) EADs extended: Printed expiration dates of Sept. 30, 2025 March 31, 2024 Sept. 30, 2022 March 31, 2021 I‑9 instructions: When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “July 1, 2026” o This guidance supersedes the Update on Termination of TPS for Syria posted on March 17, 2026 Add note in Additional Information: Dahlia Doe v. Noem, 25‑cv‑8686 (S.D.N.Y.) E‑Verify: Use July 1, 2026. Upload: Employers may download the Alert and TPS Syria webpages and attach them to Form I-9. Ethiopia – TPS Termination Stayed Original termination date: Feb. 13, 2026 Court case: African Communities Together et al. v. Noem, 26‑cv‑10278‑BEM (D. Mass.) EADs extended: Printed expiration dates of June 12, 2024 Dec. 12, 2025 I‑9 instructions: When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “April 8, 2026” Add note in Additional Information: African Communities Together et al. v. Noem, 26‑cv‑10278‑BEM (D. Mass.) E‑Verify: Use April 8, 2026. Upload: Employers may download the Alert and TPS Ethiopia webpages and attach them to the Form I-9. Burma – TPS Termination Postponed Original termination date: Jan. 26, 2026 Court case: Aung Doe et al. v. Noem, 25‑cv‑15483 (N.D. Ill.) EADs extended: Printed expiration dates of Nov. 25, 2025 May 25, 2024 Nov. 25, 2022 I‑9 instructions: When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “April 15, 2026” o This guidance supersedes the Update on Termination of TPS for Burma posted on March 17, 2026. Add note in Additional Information: Aung Doe et al. v. Noem, 25‑cv‑15483 (N.D. Ill.) E‑Verify: Use April 15, 2026. Upload: Employers may download the Alert and TPS Burma webpages and attach them to Form I-9. South Sudan – TPS Termination Stayed Original termination date: Jan. 5, 2026 Court case: African Communities Together et al. v. Noem, 25‑cv‑13939‑PBS (D. Mass.) EADs extended: Printed expiration dates of Nov. 3, 2023 May 3, 2025 Nov. 3, 2025 I‑9 instructions:  When completing the Expiration Date (if any) fields on Form I-9 Section 1: “as per court order” Section 2: “April 10, 2026” Add note in Additional Information: African Communities Together et al. v. Noem, 25‑cv‑13939‑PBS (D. Mass.) E‑Verify: Use April 10, 2026. Upload: Employers may download the Alert and TPS South Sudan webpages and attach them to Form I-9. ** USCIS recommends checking their site regularly for updates, as court orders may change.

HR and payroll leaders are facing a workplace environment that is more complex—and more consequential—than ever. Regulatory change continues to accelerate; workforces are becoming increasingly decentralized, and expectations around employee experience and data privacy are rising. Within this landscape, traditional employer services models are showing signs of strain, requiring organizations to rethink how compliance and workforce operations are designed and delivered. Employers today play a far more significant role than simply administering pay and benefits. They influence critical life moments: an employment verification can determine whether someone secures housing or a loan, onboarding delays can shape an employee’s first‑day impression, and a tax withholding error can undermine trust long after tax season. This evolving relationship requires a shift from a reactive compliance posture to a more proactive, data‑driven, human‑centered operational model that prioritizes enablement, clarity, and support across the entire employee lifecycle. The Compliance Reality Check Several forces are redefining compliance expectations this year. Increased scrutiny around identity verification and work authorization means I‑9 accuracy, timeliness, and audit readiness are more important than ever, especially for decentralized and hybrid hiring. At the same time, unemployment insurance fraud prevention is reemerging as a top priority, prompting organizations to adopt tighter controls, cleaner data flows, and clearer ownership between HR and payroll. Ongoing changes to ACA reporting at both federal and state levels further increase the need for consistent, reliable source‑of‑truth data to avoid penalties, rework, and operational disruption. Compliance mistakes now carry consequences that extend beyond fines. They can erode employee trust, impede hiring, and create operational distraction at moments when precision and agility are essential. Shifting from Reactive to Real‑Time Control Building a resilient HR operating model requires treating compliance as an always‑on discipline rather than a series of corrective tasks. Maintaining a continuous audit‑ready posture, synchronizing identity and payroll data into a unified source of truth, and embedding preventive controls directly into workflows help eliminate after‑the‑fact fixes and reduce manual intervention. Organizations that formalize time‑bound service levels for I‑9 completion, employment verifications, and corrections—and that consistently report on their adherence—gain transparency that fuels accountability and performance. Designing processes with employees and managers in mind also reduces friction, improves accuracy, and shortens cycle times. Technology as a Strategic Enabler Modern technology plays a central role in strengthening oversight, improving decision quality, and reducing administrative workload. Digital I‑9 processes minimize errors, support compliant remote onboarding and preserve clean audit trails. Automated employment and income verifications speed employees toward critical life events while reducing manual effort and risk. Intelligent compliance dashboards bring together data from HRIS, payroll, and supporting systems to surface exceptions, highlight SLA breaches, and expose blind spots that might otherwise go undetected. When policies and regulatory rules are translated into system logic, compliance becomes proactive—preventing errors before they occur rather than correcting them after the fact. Maturity Through Meaningful Metrics Organizations that measure what matters can move from guesswork to governance. Tracking indicators such as I‑9 completion accuracy, E‑Verify timeliness, resolution times for tentative non confirmations, verification turnaround times, employee satisfaction scores,ACA data alignment, fraud resolution rates, audit recurrences and correction times enables leaders to monitor exposure and continuously elevate performance. These metrics not only signal operational maturity but also reinforce a culture of accountability and continuous improvement. Reclaiming Strategic Capacity Automating core compliance activities allows HR and payroll teams to redirect valuable time toward more strategic initiatives. With accurate data and reliable processes, organizations can accelerate workforce planning, streamline onboarding, and improve pay accuracy. When employees and managers encounter fewer steps, clearer guidance, and less rework, the overall experience improves—supporting engagement, trust and productivity. Compliance becomes not just protective but empowering, enabling more strategic HR leadership at every level. Governance That Scales Effective governance is essential for maintaining consistency and reducing risk as processes mature. Clear alignment ensures everyone understands who owns, approves and monitors each control. Regular control reviews tied to regulatory updates and incident trends help organizations stay ahead of change. Playbooks for common exceptions, such as tentative no confirmations or rehire scenarios, improve response consistency while immutable audit trails enhance transparency, traceability and security. A Modernized Approach Pays Off A contemporary, audit‑ready compliance model reduces risk exposure, accelerates time‑to‑hire, minimizes rework and strengthens employee trust. With real‑time visibility and lower operational variance, leaders gain the confidence to make faster, more informed decisions. Put simply, organizations that modernize their compliance posture experience fewer surprises and deliver better outcomes for both the business and its people. Moving Forward Expectations are rising, regulatory oversight is intensifying, and the pace of technological advancement shows no signs of slowing. In this environment, clinging to outdated processes is no longer sustainable. Modernizing workflows, establishing real‑time controls and elevating the employee experience are not only competitive advantages—they are essential components of a resilient, future‑ready HR strategy. Schedule time with an HR compliance expert to learn how you can incorporate technology to modernize your workflows.

A recent federal court order has paused the planned termination of Temporary Protected Status (TPS) for Haiti. As a result, work authorization and legal protections for eligible Haitian nationals remain in effect beyond the previous deadline. Approximately 200,000 Haitian nationals are working in the United States with work authorization under TPS, according to data from FWD.us. What is happening? Originally, the Department of Homeland Security (DHS) scheduled Haiti’s TPS designation to end on February 3, 2026. However, on February 2, 2026, the U.S. District Court for the District of Columbia issued a stay in the case Miot et al. v. Trump et al. The termination is currently suspended. This means Haitian TPS beneficiaries can continue to live and work in the U.S. while the legal challenge proceeds in court. Who is affected? This update applies to employees who hold Employment Authorization Documents (EADs) issued under the Haiti TPS designation (Category A12 or C19) with the following original expiration dates:  February 3, 2026  August 3, 2025  August 3, 2024  June 30, 2024  February 3, 2023  December 31, 2022  October 4, 2021  January 4, 2021  January 2, 2020  July 22, 2019  January 22, 2018  July 22, 2017 How to Update Your Records (Form I-9 & E-Verify) Per USCIS guidance, employers and employees should follow these specific instructions to reflect the court-ordered extension: Section 1 (Employee) : In the "Expiration Date" field, input: “as per court order”. Section 2 (Employer): In the "Expiration Date" field, input: “03-15-2026”. Additional Information: Add a note in the box mentioning the court order stay for Haiti TPS. E-Verify: Use the expiration date “03-15-2026” when completing the case. Employers are encouraged to download and attach the official USCIS TPS Haiti Alert page to the Form I-9 for compliance documentation. When does this take effect? This extension is effective immediately.  The stay remains in place until further notice from the court.  Because this situation is tied to ongoing litigation, the "03-15-2026" date serves as a placeholder for administrative tracking; however, the actual duration of the stay could be adjusted by future court rulings.

Mergers and acquisitions (M&A) can unlock growth opportunities—but they also bring complex employment tax challenges. Missteps in handling state unemployment insurance (SUI), succession status, and taxable wage carryovers can lead to costly penalties and compliance headaches. The good news? With proactive planning and clear processes, you can minimize risk and maximize tax benefits. Below are 15 practical tips for managing employment tax during M&A transactions. These guidelines are not a substitute for legal or tax advice. Before the Deal Closes 1. Gather Historical Data Best practices is to secure at least three years of wage and tax records, filings, and SUI rate notices for the target company. Obtain signed releases from target company officers to access agency records. 2. Confirm Deal Structure Is it a stock or asset transaction? If asset-based, is it partial or total? Will any officers transition to the new entity? 3. Lock Down Key Dates Document the transaction date and any employee migration dates. If employment continuity is broken, note the gap between last payroll at the target and first payroll at the new entity. Start Strong 4. Perform Succession Analysis Determine if you qualify as a successor employer for federal and state jurisdictions. Rules vary by state. 5. Notify Agencies Early Inform state and local agencies of changes in control, officers, or employing entity promptly. 6. Open New Accounts Establish new accounts (SUI, SIT, local taxes) in alignment with prior reporting. 7. Review SUI Transfer Rules Understand each state’s UI Transfer of Experience requirements and notify agencies immediately after the event. 8. Assess SUI Rate Impact Evaluate how the transfer of experience affects your unemployment insurance rate—up, down, or neutral. 9. Determine Taxable Wage Treatment Confirm if you can carry forward taxable wages from the target company for the current year. 10. Document Everything Send correspondence via certified mail with return receipt. Track all communications and store confirmations. 11. Get Written Confirmation Secure written agency confirmation for key decisions like succession status and transfer of experience. Clean Up Post-Close 12. Close Target Company Accounts Shut down local, state, and federal employment tax accounts promptly to avoid estimated liabilities. 13. Check for Credits Review target company accounts for unused tax credits or prior contributions that may be recoverable. 14. Clear Outstanding Balances Contact agencies to confirm there are no unresolved balances or reporting issues. Finish Strong 15. Follow Up Relentlessly Agency delays are common. Follow up by phone and in writing until all decisions are finalized and confirmed in writing. Bottom Line Employment tax compliance during M&A doesn’t have to be overwhelming. By following these steps—and partnering with experienced advisors—you can reduce risk, avoid penalties, and ensure a smooth transition.

As employers enter 2026, many are discovering a hard truth: success is no longer determined by strategy or technology alone, but by the ability to execute consistently in an increasingly complex workforce environment. Our recent webinar with Madeline Laurano, Insights to Action: Resolutions for Employer Success, explores how HR, payroll, and compliance leaders can turn insight into measurable outcomes. Drawing on original research from Aptitude Research and real-world employer experiences, the webinar outlines the key trends shaping employer operations. Watch the webinar for actionable resolutions helping organizations reduce risk, improve compliance, and elevate the employee experience. Below is a recap of what we learned from Madeline. From Insight to Execution: Why 2026 Is a Turning Point for Employers The past several years have fundamentally reshaped employer operations. Organizations now manage workforces that span multiple states, employment types, and regulatory environments—all while facing growing compliance demands and pressure to do more with fewer resources. During the Insights to Action: Resolutions for Employer Success webinar, research revealed that most employers already have clear strategies in place. The real challenge lies elsewhere: execution. Employers struggle to apply those strategies consistently across locations, worker populations, and systems. Disconnected workflows, manual handoffs, and fragmented technology stacks create risk, inefficiency, and poor employee experiences. This webinar reframes the conversation for 2026, shifting the focus from planning and digital transformation to operational excellence. Key Workforce and Employer Trends Defining 2026 One of the central themes of the webinar is that employer success in 2026 will be defined by how well organizations manage complexity. Several key trends emerged: Operational Excellence Over Digital Transformation While technology investment has increased, results have not always followed. The webinar emphasizes moving beyond tool adoption to designing workflows that actually make work happen—consistently and compliantly. Automation With Guardrails Automation and AI continue to accelerate, but trust, transparency, and control are critical. Employers must ensure automation supports accuracy, compliance, and risk reduction—not just efficiency. Data as an Operational Asset Organizations are collecting more workforce data than ever, yet many struggle with data integrity and usability. The webinar highlights the importance of using data proactively to manage risk and improve decision-making, rather than treating it as static reporting. Embedded Services as a Competitive Advantage Research shows that service and domain expertise now outweigh product features in provider selection. Employers need partners who understand regulatory complexity and can actively support execution—not just software delivery. Compliance Moves Upstream Compliance is no longer a downstream, legal-only function. It directly impacts employee trust, brand reputation, and operational resilience. In 2026, compliance must be embedded into everyday workflows. Actionable Resolutions for Employer Success Rather than offering abstract predictions, the webinar delivers five practical resolutions employers can act on immediately: Design workforce operations around execution, not just strategy Simplify processes before automating to avoid scaling inefficiencies Make compliance part of the workflow, not a final checkpoint Treat employee experience as an operational outcome, not a soft metric Hold technology and service investments accountable to impact Together, these resolutions provide a roadmap for employers seeking to reduce risk, improve consistency, and deliver better outcomes for both the business and employees. Why This Webinar Matters Now As regulatory requirements expand and workforce models evolve, employers can no longer rely on reactive compliance or fragmented solutions. The Insights to Action webinar reinforces the importance of trusted partnerships, deep domain expertise, and services that help employers navigate change with confidence. For HR, payroll, and compliance leaders, this session offers more than insight—it offers a practical framework for success in 2026. Watch the Webinar On-Demand The Insights to Action: Resolutions for Employer Success webinar is available on demand through Experian Employer Services with expert insight from Madeline Laurano. Frequently Asked Questions (FAQ) What is the Insights to Action: Resolutions for Employer Success webinar about? The webinar focuses on how employers can move from strategy to execution in 2026 by addressing workforce complexity, compliance challenges, and operational inefficiencies. Who should watch this webinar? HR leaders, payroll professionals, compliance teams, and employer services decision-makers—especially those managing multi-state or complex workforces. What are the key takeaways from the webinar? Key takeaways include the shift to operational excellence, the importance of embedded compliance, automation with guardrails, and actionable resolutions employers can implement immediately. Does the webinar address compliance challenges? Yes. Compliance is a central theme, with guidance on embedding compliance into workflows to reduce risk and improve employee trust. Is the webinar available on demand? Yes. The session is recorded and available for on-demand viewing through Experian Employer Services. Get a head start on success in 2026 by speaking directly with one of our experts: