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The role of Human Resources (HR) is becoming more complex and multifaceted. Based on the data of 25 industries for one week in November, the Conference Board in 1948 showcased that men’s earnings averaged $60.37 and women’s earnings were $40.88.
In addition, the average hours worked were around 41.2 and 39, respectively. Although women’s salaries across industries still trail those of men, in today’s day and age, inclusiveness and diversity have paved the way for equity and equality.
This is where the HR Laws and Regulations come into play to implement the changes led by legislation in the workplace to reflect civility. HR professionals must now navigate a labyrinth of laws and regulations that govern everything from labor standards to digital workspaces.
Staying up-to-date with these changes is imperative for two principal reasons: ensuring legal compliance and fostering a work environment that is safe, respectful, and conducive to productivity.
This comprehensive guide aims to shed light on key areas of change in HR laws and regulations that every HR professional should know.
Changes in labor laws
1. Minimum wage updates
The conversation about the minimum wage is not new, but the importance of keeping updated with changes to the minimum wage laws cannot be overstated. Jurisdictions across the globe are continuously revising minimum wage standards to ensure workers can earn a livable income.
Compliance with both federal and local regulations is crucial, especially for businesses operating in multiple locations where different minimum wage laws might apply. For more information on this changing legislation, keep reading.
2. Overtime regulations
Labor laws have become stringent around overtime payments. These changes emphasize the necessity of keeping meticulous records and ensuring that non-exempt employees are compensated for their extra hours of work.
Non-compliance can result in significant fines and also tarnish a company's reputation. It's critical for HR professionals to know the most recent changes in overtime regulations and apply them appropriately.
For example, in 2019, Walmart agreed to pay $14 million to settle a class-action lawsuit alleging that the company failed to pay appropriate overtime wages to its employees. This emphasizes the importance for HR professionals to stay updated on evolving labor laws concerning overtime.
3. Flexible working hours
The 9-to-5 work schedule is increasingly becoming a relic of the past. New labor laws are granting employees the right to request flexible work hours.
Employers must consider these requests seriously and can only reject them on reasonable business grounds. This trend is not just employee-friendly but has also been shown to improve productivity and employee satisfaction.
4. Rights of gig workers and freelancers
The rise of the gig economy has fundamentally changed the nature of work, and laws are now beginning to catch up.
Various new pieces of legislation aim to extend traditional employment protections, like minimum wage and benefits, to gig workers and freelancers.
HR departments must keep pace with these developments, as they could impact contractual obligations and worker classifications.
Diversity, Equity, And Inclusion (DEI)
1. Revised non-discrimination policies
Non-discrimination policies are undergoing significant overhauls. New protected categories are being added, including provisions for gender identity and gender expression.
HR departments must promptly revise company policies to reflect these changes and should also engage in comprehensive training programs to ensure that staff are educated about these shifts in policy.
2. Regulations promoting workplace diversity
New regulations are being enacted that mandate companies of a certain size to disclose their diversity metrics and to meet diversity targets.
These laws are designed to incentivize the creation of more inclusive workplaces. Non-compliance can result in not just legal repercussions but can also affect a company's image and ability to attract talent.
For example, in 2020, Google faced criticism for its lack of diversity, particularly in leadership roles. The company has since increased its transparency by releasing diversity reports, but the case underscores the scrutiny organizations can face in relation to DEI practices.
3. Inclusivity standards and measures
Going beyond simply avoiding discrimination, modern workplaces are expected to be proactive in being inclusive.
Standardized inclusivity measures, such as increased accessibility features for disabled employees and communication channels that are sensitive to various cultural backgrounds, are becoming the norm. HR professionals should lead the charge in implementing these measures.
4. Handling and reporting DEI-related issues
The urgency of handling complaints related to discrimination and harassment has always been high, but new laws have put this into sharp focus.
Stricter timelines and reporting protocols are now in place, demanding HR departments to act quickly and transparently in resolving DEI-related issues.
Health and safety regulations
1. Continuing pandemic-related regulations
The impact of the COVID-19 pandemic continues to be felt in workplaces. There are ongoing updates to guidelines related to remote work, vaccination policies, and safety measures.
Compliance with these continually changing laws and guidelines is a gargantuan task but one that is vital for maintaining a healthy workforce.
2. Mental health support and policies
There's been an increased recognition of the importance of mental health in the workplace, leading to new laws that require companies to offer mental health support to their employees.
This could range from counseling services to more comprehensive mental health benefits, and failure to comply could lead to significant repercussions.
For example, pre-pandemic, Johnson & Johnson had already implemented a comprehensive mental health resilience program that provided resources and support to employees dealing with stress and mental health issues. This illustrates the increasing focus on mental health in the workplace.
3. Updated OSHA guidelines and standards
Safety in the workplace is a continually evolving field, and the Occupational Safety and Health Administration (OSHA) regularly updates its guidelines to reflect this.
Whether it’s about ergonomics or emergency response plans, HR professionals should ensure that their organizations are following the most current safety standards.
Digital and remote work
1. Cybersecurity guidelines for remote workers
Remote work is becoming a permanent fixture for many businesses. As a result, cybersecurity laws are adapting to cover home office environments.
Employers are now obliged to ensure that remote work setups meet stringent cybersecurity guidelines, failure to which can lead to substantial legal liabilities.
2. Data privacy and employee surveillance laws
Technological advances have led to increased capabilities for employee surveillance, but laws are also evolving to protect employee privacy.
Surveillance techniques, even in a remote setting, must be carried out within the boundaries set by new laws, which are becoming increasingly strict.
For example, in 2020, Barclays faced a backlash for using a system that monitored the time employees spent at their desks. This example demonstrates the potential pitfalls related to data privacy and employee surveillance.
3. Health and safety considerations for remote employees
Remote work is not without its challenges, especially when it comes to health and safety.
Laws are being enacted that stipulate requirements for ergonomically designed home offices and mandatory break periods. Companies may be responsible for ensuring that remote workspaces meet these requirements.
Benefits and compensation
1. Updates to family and medical leave regulations
Family and medical leave have traditionally covered only a narrow set of circumstances, such as the birth of a child or a significant medical issue.
However, in recent years, these laws have evolved to recognize a broader range of life events and medical conditions.
New amendments to the regulations now cover additional circumstances like extended bereavement, including pet bereavement, and caretaker responsibilities for family members who are not immediate relatives.
These new provisions indicate a shift towards a more human-centric approach to work-life balance.
2. New requirements for health and retirement benefits
Health and retirement benefits are an integral part of employee compensation, and they are subject to their own sets of laws and regulations.
2024 has seen more stringent rules around what kinds of health insurance plans employers must offer, particularly in the face of ongoing public health concerns. Some jurisdictions now require certain types of preventative care to be included in employer-sponsored plans.
In terms of retirement benefits, new regulations have been introduced that mandate more transparent communication about the investment options available in retirement plans and also the employer match percentages.
This is designed to encourage more informed decision-making among employees about their long-term financial security.
Given these changes, HR departments need to reassess their benefits packages to make sure they are not only competitive but also in full legal compliance.
For example, in 2006, IBM faced lawsuits over its shift from a traditional pension plan to a cash-balance plan, a change that allegedly discriminated against older workers. This case shows the legal complexities surrounding changes to employee benefits.
3. Changes to tax laws affecting employee benefits
Tax laws are always in a state of flux, and this is no less true when it comes to those affecting employee benefits. Recent changes have modified the guidelines concerning pre-tax contributions to various benefits packages, such as 401(k)s and Health Savings Accounts (HSAs).
These modifications can affect the net income of both the employee and the employer, as they could lead to changes in the amount of tax liability for each party.
As these laws change, it's crucial for HR professionals not only to adjust the company's payroll systems and benefits administration but also to communicate these changes to employees.
Doubling down on understanding and implementing these laws and regulations surrounding benefits and compensation is not just about compliance; it's also about fostering a workplace that respects and supports the diverse needs of its employees.
Updated and comprehensive benefits packages are an essential tool for attracting and retaining top talent. Therefore, HR professionals need to be not just aware of these changes, but also proactive in implementing them.
Recruitment and onboarding
1. Background check limitations and privacy concerns
Laws are now more restrictive regarding the kinds of information that can be sought in background checks.
This trend aims to protect the privacy rights of applicants and to ensure that they are not unfairly discriminated against based on non-relevant personal information.
2. Laws related to the hiring of international workers
Globalization has made the world smaller, but laws related to the hiring of international workers have not necessarily gotten simpler.
Recent changes in visa and work permit regulations necessitate constant vigilance from HR departments, as non-compliance could result in severe penalties.
For example, in 2013, Indian IT company Infosys paid $34 million to settle allegations of visa fraud, one of the largest settlements of its kind. This underscores the importance of compliance with international hiring laws.
3. Changes in visa and immigration policies
Immigration policies, particularly in countries like the United States, are subject to frequent changes. These alterations affect not just the hiring of new international employees but also the status of current international employees.
Employee training and development
1. Mandatory training requirements
Sexual harassment and DEI training have become legally mandated in several jurisdictions.
Businesses must ensure that they offer these training programs to all employees at regular intervals, as failure to do so could result in significant liabilities.
2. Laws regarding employee upskilling and reskilling
Upskilling and reskilling have gained importance in the eyes of the law. New regulations now require employers to contribute to employee development in more substantive ways, either through in-house programs or through external training initiatives.
For example, AT&T initiated a massive employee reskilling program to help its existing workforce adapt to new technologies. While not triggered by a legal requirement, it exemplifies the rising focus on employee training.
3. Tax incentives or grants for employee development
It’s not all stick and no carrot; governments are offering tax incentives and grants to companies that invest in employee development. Making these incentives available is a win-win situation, benefiting both the employees and the company’s bottom line.
Termination and offboarding
1. Updated laws on severance pay and notice periods
The landscape of laws surrounding severance pay and notice periods for terminated employees has become increasingly complex.
Earlier, the rules were fairly straightforward, stipulating a standard notice period and a basic severance package based largely on tenure. However, 2024 has seen new amendments that add multiple layers of complexity to these regulations.
Now, factors such as the reason for termination, the employee's role within the company, and even the economic conditions at the time of termination can influence the severance package and notice period required by law.
It's no longer as simple as referring to a standard chart; HR professionals need to consider a variety of factors in each individual case. This requires a deep understanding of the latest legislative amendments, as well as the capability to apply these rules contextually.
It's also essential that HR departments communicate these complexities in a transparent way to both management and employees to ensure compliance and avoid potential legal ramifications.
2. Handling terminations without discrimination
While anti-discrimination laws have been a long-standing fixture in the employment landscape, newer regulations have made these laws more rigorous and specific in the context of terminations.
Employers are now obligated to follow a more detailed procedure to validate that the reason for termination is not only legally sound but also completely free of any discriminatory intent or bias.
Documentation and evidence to support the non-discriminatory nature of a termination have become more crucial than ever.
This has made the role of the HR professional even more pivotal, as they are often the ones responsible for maintaining this documentation and ensuring that all internal processes are in strict adherence to these nuanced laws.
For example, in 2015, Abercrombie & Fitch lost a U.S. Supreme Court case where it was found to have discriminated against a Muslim applicant by rejecting her because she wore a hijab.
The case highlights the legal ramifications of discriminatory termination and hiring practices.
3. Regulations related to non-compete and non-solicitation agreements
Non-compete and non-solicitation agreements have long been a contentious issue in employment law. However, 2024 has seen some important updates that have put stricter regulations on these types of contracts.
Previously, broad clauses were generally accepted, but new laws are challenging the fairness and scope of these agreements.
Moreover, justifications for these agreements must be clearly outlined and fall within specific, legally defined parameters.
Therefore, HR professionals need to consult closely with legal experts to draft, review, and update these contracts. Being well-versed in the latest legal changes ensures that these agreements are not only enforceable but also fair to both the employer and the employee.
With the evolving landscape of termination and offboarding laws, HR professionals must act as both strategists and compliance officers. They need to balance the best interests of the organization with ethical and legal obligations towards employees.
Conclusion
The role of HR has expanded to become more complex, multifaceted, and laden with responsibilities than ever before.
Knowledge of the evolving laws and regulations is not merely a legal requirement but is crucial for building a productive, safe, and inclusive work environment. Staying updated is not a one-time task but a continuous commitment that every HR professional must make to navigate this intricate yet rewarding field successfully.
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Your insights will help enrich the collective wisdom on this crucial subject, enabling us all to navigate the complexities of the HR landscape more effectively.
