It’s that time of year for new goals, new budgets, and new opportunities to strengthen your organization. The beginning of the year is an ideal time to take a step back, evaluate compliance needs, and assess your HR processes. One of the smartest moves you can make during this planning season? Partnering with an HR compliance consultant. 

It’s hard to believe that the end of the year is here. With the final quarter of the year upon us, HR teams are entering one of the most critical planning seasons of the year. Now is the time to begin refining your HR strategic plan for next year. While other departments may be winding down, Q4 is HR’s opportunity to move full speed ahead and lay a solid foundation for the coming year. 

Human Resources (HR) professionals know all too well that Form I-9 compliance is one of those non-negotiable requirements that can cause major headaches if not done correctly. With increased enforcement from the Immigration Custom and Enforcement agency (ICE), higher penalties for noncompliance, and the continuation of remote and hybrid work, I-9s are not something you can afford to take lightly. 

If you're an HR pro who operates in Illinois, chances are you're responsible for keeping your company compliant with their increasingly detailed pay transparency and reporting laws. Whether you’re deep in compliance mode or just getting started, we will walk you through the details of this report and provide you with tips to remain compliant.  

One of the main roles of Human Resources is staying informed about employment laws and helping their organizations remain in compliance with those laws. Title VII of the Civil Rights Act of 1964 remains an important foundational law despite the many legal changes that have happened during the first several weeks of 2025.  

This year presents a new set of challenges in ways HR professionals have never faced before. With the new administration, changing regulations, questions around enforcement and new workforce attitudes, HR professionals have a lot of trials ahead. Staying informed and proactive has never been more important and we’ve identified several crucial areas in employment law that require your attention in 2025.