High-volume hiring seasons, whether during the holidays, back to school rush, or company growth spurts, can quickly overwhelm HR departments. When dozens, or hundreds (or more!), of new employees are onboarding all at once, the pressure to balance speed, compliance, and a positive onboarding experience becomes all too real. 

Hiring a new employee should generate momentum, not a compliance minefield. But for many employers, the I-9 process creates legal risk, especially when hiring remotely. An overlooked signature or incomplete form can turn employee verification and onboarding into a liability. Meanwhile, increased federal enforcement under the Trump administration is raising the cost even for minor errors. All of this highlights the importance of a standardized, compliant onboarding process where I-9s are done right the first time, no matter where or how you hire. 

Are your hiring decisions truly fair, or could they be challenged? A clear merit-based hiring strategy helps provide a straightforward and structured way to evaluate the best candidates based on qualifications—not bias. 

Let’s be honest, I-9 retention is one of HR’s “do-it-right-or-pay-later” responsibilities. If you've ever asked yourself “How long do I really need to keep this Form I-9?”  you're not alone.  

With the recent rescission of Executive Order (EO) 11246, many employers, especially federal contractors, are reevaluating their approach to compliance. However, while EO 11246 is no longer in effect, compliance obligations remain under both Title VII of the Civil Rights Act and the Uniform Guidelines on Employee Selection Procedures.  

Updated: January 23, 2025

Ensuring your business stays compliant with federal and state regulations is essential for all HR professionals. Missing a filing deadline or form submission can be costly in many ways to your company. To meet this challenge, we're giving you the tools you need to stay up-to-date on your 2025 calendar and keep all your to-dos in one place. Resources for updates on pay transparency, OFCCP compliance and much more are here in one place for you. Let's get started to kick off your 2025 on the right foot!

As the year draws to a close, it's important to remember that planning the budget for 2025 encompasses much more than just payroll, benefits, and reporting. As an HR leader, it's crucial to consider both current and upcoming legal requirements and to anticipate potential changes in compliance laws for 2025. Even if your budgets are already drafted, this serves as a gentle reminder to include essential requirements and vital risk-prevention measures that protect your company from non-compliance.