{"id":14793,"date":"2020-03-27T18:47:47","date_gmt":"2020-03-27T16:47:47","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=14793"},"modified":"2025-04-09T01:16:03","modified_gmt":"2025-04-08T23:16:03","slug":"hr-compliance-laws","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/hr-compliance-laws\/","title":{"rendered":"Top US HR Compliance Laws To Keep An Eye On"},"content":{"rendered":"

One of the many roles of an HR professional is to ensure company employees are treated fairly and legally. This is especially challenging for HR departments because laws and regulations are constantly evolving, and new and updated state and federal employment laws come into effect each year.<\/span><\/p>\n

Let\u2019s take a look at what HR compliance is, and what legal issues affect human resources management. How might employment law updates in 2020 impact your employees, and what do you need to do to stay compliant?<\/span><\/p>\n

What is HR Compliance?<\/strong><\/h2>\n

Compliance is an integral requirement of the Human Resources department. Aside from <\/span>GDPR compliance<\/span>, internal <\/span>KPI<\/span><\/a> assessments, and the regular <\/span>auditing<\/span><\/a> of documents and records, there are many factors managers need to be aware of to ensure HR compliance at all levels of a large or small business.<\/span><\/p>\n

We already saw a number of updates to labor regulations last year relating to hiring, pay and minimum wage, anti-discrimination laws, and overtime, and there have been a number of changes again this year. HR, payroll and executive managers need to be aware of these changes and review all policies and practices to ensure HR compliance with updated applicable laws.\u00a0<\/span><\/p>\n

What Are The 3 Most Important Legal Issues in Human Resources Management?<\/strong><\/h2>\n

There are a number of factors that must be observed to guarantee employment law and statutory compliance in HR. Here are 3 of the most important compliance issues encountered in human resources management:<\/span><\/p>\n

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1. Confidentiality<\/strong><\/h3>\n

This is both a legal and ethical responsibility. Confidentially includes the safeguarding of employee personal data and business strategies in accordance with GDPR regulations. As a department, human resources must ensure access to sensitive data is restricted. The best practices must be designed, communicated and adhered to at all times. If you fail to protect the confidentiality of employee, company and shareholder data then you risk damaging the reputation of the organization (not to mention any potential legal implications).<\/span><\/p>\n

2. Tax Laws<\/h3>\n

Payroll and HR professionals should review tax compliance procedures at the start of each year to ensure ongoing compliance. There are many things to take into consideration, including employee tax deductions, benefits, and payroll compliance at a federal and state level. Regular HR compliance audits should be undertaken to ensure human resources compliance with fiscal obligations.<\/span><\/p>\n

3. Labor Laws<\/h3>\n

Employees are protected by a broad range of labor rights. Companies must adapt and abide by regular federal labor law changes at every level of an organization. A company needs to take a proactive approach to ensure that they meet all of their legal obligations in terms of equity, discrimination, minimum wage, paid leave and workplace harassment laws.<\/span><\/p>\n

\"hr<\/a><\/p>\n

What Are Some of The New Labor Laws in 2020?<\/strong><\/h2>\n

Wage Focused<\/strong><\/h3>\n