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For HR teams, change is once again on the horizon. For two years, most of the evolutions in employment law in this country have stemmed primarily from the pandemic. 2022 will bring more changes, but with the pandemic waning, we will see areas of labor law impacted in new ways. What labor law changes will we see this year, and how can we remain compliant? 

Do You Know The New Labor Laws for 2022?

2022 Labor Law Updates 

Practically every state is evolving with labor protections along with the federal government. Some of the changes we see so far this year include: 

  • There are now increased protections for employment whistleblowers in New York to protect them from retaliatory firing. While the employee must first notify the employer, it’s significant to note that instead of blowing the whistle on blatant lawbreaking, the new rules suggest the employee can act if they believe the rules were broken. (Source) 
  • Three states and the District of Columbia passed family leave legislation this year. (Source) 
  • Three states changed their approach to how they regulate non-compete agreements, while other states moved to tighten how they penalize anyone that misclassifies their independent contractors versus full-time workforce. (Source) 
  • Nationally, you’ve probably heard about the Biden administration’s vaccine mandate. The regulation occurred via OSHA mandates and is ongoing. However, the ruling met with multiple state lawsuits when they are evolving even as we write this. (Source) 
  • Also, at the national level, federal contractors have new requirements around Affirmative Action Plans, with a new online compliance reporting system. There is also a new federal mandate that raises the minimum wage for all contractors to $15 per hour. (Source)  

There were even anti-discrimination law extensions related to hair in at least one state. (Source) Some of these new rules will stand through 2022, but some are being challenged in the courts. How this will all shake out is anyone’s guess, but it is certainly “interesting” from the perspective of any labor compliance, HR, or legal team.  

In 2021 and moving into 2022, there were a slew of additional changes at the federal level, from expanded OSHA enforcement, minimum wage increases, new labor-management reporting disclosure rules, paid sick leave changes, and so many more. While the heads of most HR and legal teams were spinning over all this activity, they received some additional whiplash related to the reversal from Trump to Biden policies across the board and not just in employment law. (Source) 

When it comes to labor law, the keyword here is “change.” How can organizations stay compliant with the increasingly sophisticated level of maintenance needed to stay legal with these rules? 

How to Stay Compliant with Changes in Labor Law this Year? 

Remaining compliant with changes to the employment contract takes constant vigilance. State laws and federal regulations are constantly evolving. It takes a full-time management team to track these changes, particularly if your workforce crosses state lines and geographic territories. The only way to be sure you’re not missing changes as they occur is to put your regulatory risk in the hands of an outsourced expert. FoxHire is an EOR offering full legal, HR, and administrative support of your labor force. Contact us today to find out how we can help you stay on top of what’s to come. 

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